Aegis Mortgage Corp. has agreed to pay $507,899 in back wages to 340 employees to resolve violations of FLSA overtime requirements.
After the investigation, The Labor Department found that the Houston-based company misclassified its inside sales and loan processing employees as being exempt from overtime.
Vice president of corporate communications for Aegis Mortgage Pat Wente said the company has changed its payroll procedures to avoid this problem again.
The back wages have been paid in full.
Thursday, December 28, 2006
Tuesday, December 26, 2006
Haitian Employees Gets $150,000 in Racial Discrimination Case
Dias Landscapes Corp., a Boynton Beach nursery, will pay $150,000 to settle a racial discrimination lawsuit.
The U.S. Equal Employment Opportunity Commission filed the lawsuit this year, alleging Dias Landscapes fired longtime Haitian employees based on their race and nationality and replaced them with Hispanics. Two of the employees had worked for Dias for more than a decade.
Dias must implement an anti-discrimination training program and adopt an anti-discrimination policy. The company will also post a notice that it has settled the suit.
All training and notices must be translated into both Creole and Spanish.
The U.S. Equal Employment Opportunity Commission filed the lawsuit this year, alleging Dias Landscapes fired longtime Haitian employees based on their race and nationality and replaced them with Hispanics. Two of the employees had worked for Dias for more than a decade.
Dias must implement an anti-discrimination training program and adopt an anti-discrimination policy. The company will also post a notice that it has settled the suit.
All training and notices must be translated into both Creole and Spanish.
Melville Settles Sexual Harassment Suit
A Melville benefits company has agreed to pay $150,000 to settle a federal sexual harassment lawsuit.
On behalf of for former female employees, The U.S. Equal Employment Opportunity Commission filed the lawsuit, claiming they were subjected to obscene name calling, sexual jokes, hugging and grabbing by the owner and his son.
The company also agrees to provide training for its employee and establish procedures and polices to address sexual harassment issues.
The company gives no comment.
Wednesday, December 20, 2006
Bush Backs Minimum Wage Hike
President Bush on Wednesday endorsed a Democratic proposal to increase minimum wage by $2.10 to $7.25 an hour over two years.
Bush stressed in a White House news conference,"I believe we should do it in a way that does not punish the millions of small businesses that are creating most of the new jobs in our country. So I support pairing it with targeted tax and regulatory relief to help these small businesses stay competitive."
The minimum wage hasn't increased since 1997.
"I look forward to working with Republicans and Democrats to help both small-business owners and workers when Congress convenes in January." The president said.
Thursday, December 14, 2006
Dillard's Settles Age-Discrimination Suit
Dillard's Inc., the department store chain, has agreed to pay $35 million to settle an age discrimination lawsuit.
Former participants in the Mercantile Stores Pension Plan filed the complaints in 2002 and 2004, claiming amendments to the plan violated the Employee Retirement Income Security Act of 1974. Payment calculations were discriminatory by the age, the plaintiffs said.
Dillard's purchased Mercantile Stores in 1998 for $2.9 billion.
Former participants in the Mercantile Stores Pension Plan filed the complaints in 2002 and 2004, claiming amendments to the plan violated the Employee Retirement Income Security Act of 1974. Payment calculations were discriminatory by the age, the plaintiffs said.
Dillard's purchased Mercantile Stores in 1998 for $2.9 billion.
Friday, December 08, 2006
School District Settles Equal Pay Lawsuit
The Fort Osage School District, western Missouri, has agreed to pay $215,000 to settle an equal pay suit brought by the U.S. Equal Employment Opportunity Commission.
On behalf of Jahala Kinser, the district's former assistant superintendent for educational services, EEOC filed the lawsuit in federal court in Kansas City, claiming that Jahala was paid less than men who held the same job before and after her, and the district refused renew her contract because of her complaints about the unequal pay.
The district also agreed to report the name, gender and salary of its assistant superintendents to the EEOC, and to modify its compensation policy.
Monday, November 27, 2006
IBM settles overtime lawsuit for $65 million
IBM agreed to pay $65 million to 32,000 to settled a federal class-action lawsuit over overtime pay.
The law suit, brought by U.S. District Court in San Francisco on behalf of three employees, claiming they were were illegally exempted from overtime under the Fair Labor Standards Act and certain state laws.
The suit involves 32,000 workers who are classified as "Technical Services Professional and Information Technology Specialists".
IBM chose to resolve this case "without admitting any wrongdoing or liability, for a total of $65-million".
The law suit, brought by U.S. District Court in San Francisco on behalf of three employees, claiming they were were illegally exempted from overtime under the Fair Labor Standards Act and certain state laws.
The suit involves 32,000 workers who are classified as "Technical Services Professional and Information Technology Specialists".
IBM chose to resolve this case "without admitting any wrongdoing or liability, for a total of $65-million".
Thursday, November 23, 2006
JPMorgan Settles Disability Discrimination Suit
JPMorgan Chase & Co. has agreed to pay $2.2 million to settle a disability discrimination brought by the U.S. Equal Employment Opportunity Commission.
EEOC claimed that Bank One, which was acquired by JPMorgan Chase in 2004, violated the Americans With Disabilities Act by failing to properly accommodate employees who took more than six months of medical leave.
According to the statement of EEOC, Bank One had a policy of permitting employees who returned from short-term disability within six months to keep their jobs. Employees who asked for more than six months of disability leave were not guaranteed their jobs.
J.P. Morgan Chase said in the statement that Chase was settling this case to resolve this matter expeditiously and also because this agreement reaffirms its commitment to providing reasonable accommodations to its employees.
Labor law poster tips:
By the law, Labor Law posters should be displayed in your place of business where your employees visit at least once a day.
EEOC claimed that Bank One, which was acquired by JPMorgan Chase in 2004, violated the Americans With Disabilities Act by failing to properly accommodate employees who took more than six months of medical leave.
According to the statement of EEOC, Bank One had a policy of permitting employees who returned from short-term disability within six months to keep their jobs. Employees who asked for more than six months of disability leave were not guaranteed their jobs.
J.P. Morgan Chase said in the statement that Chase was settling this case to resolve this matter expeditiously and also because this agreement reaffirms its commitment to providing reasonable accommodations to its employees.
Labor law poster tips:
By the law, Labor Law posters should be displayed in your place of business where your employees visit at least once a day.
Wednesday, November 22, 2006
Restaurant Settles Sexual Harassment Suit
First Watch Restaurant will pay $230,000 to settle a sexual harassment lawsuit, the U.S. Equal Employment Opportunity Commission announced Tuesday.
The EEOC filed the suit on behalf of several female former workers, including a 16-year-old girl, claiming that women were subject to the sexually hostile workplace at the company's Burlingame restaurant.
First Watch Restaurant is also asked to revamp its anti-discrimination policies and sexual harassment training.
Labor law poster tips:
The law requires employers to post Sexual Harassment Poster describing sex discrimination that violates Title VII of the Civil Rights Act of 1964.
The EEOC filed the suit on behalf of several female former workers, including a 16-year-old girl, claiming that women were subject to the sexually hostile workplace at the company's Burlingame restaurant.
First Watch Restaurant is also asked to revamp its anti-discrimination policies and sexual harassment training.
Labor law poster tips:
The law requires employers to post Sexual Harassment Poster describing sex discrimination that violates Title VII of the Civil Rights Act of 1964.
Wednesday, November 15, 2006
Minimum Wage Hike, 2007
With coming of 2007, a bunch of states have their minimum wages increased. To keep compliance, please check the list below:
Arizona has increased its minimum wage to $6.75 per hour, effective January 1, 2007. Minimum wage for tipped workers has increased from the current federal mandate of $2.13 per hour to $3.75 per hour.
California has increased its minimum wage to $7.50 per hour, effective January 1, 2007, for all hours worked in Florida. The increase will affect approximately 1.4 million California workers.
Connecticut has increased its minimum wage to $7.65 per hour., effective January 1, 2007.
Colorado has increased its minimum wage from $5.15 per hour to $6.85 per hour beginning January 1, 2007. Minimum wage for tipped workers has increased from increases from $2.13 per hour to $3.83 per hour.
Delaware has increased its minimum wage from $6.15 per hour to $6.65 per hour effective Jan. 1, 2007.
Florida has increased its minimum wage to $6.67 per hour, effective January 1, 2007.
Hawaii will raise its minimum wage from $6.75 to $7.25 per hour, effective Jan. 1, 2007.
Massachusetts’s new minimum wage will increase from the current rate of $6.75 to $7.50 on Jan. 1, 2007. The increase will make Massachusetts the state with the highest minimum wage in the country.
Michigan has increased its minimum wage for non-tipped employees from $5.15 per hour to $6.95 per hour, effective October 1, 2006.
Missouri has increased its minimum wage to $6.50 per hour on January 1, 2007.
Montana has increased its minimum wage to $6.15 per hour, effective January 1, 2007. Approximately 25,000 Montana workers will get a rise.
North Carolina's minimum wage will increase to $6.15 per hour, effective Jan. 1, 2007. It's the first increase since 1997 in North Carolina.
Nevada has increased its minimum wage to $6.15 per hour, effective January 1, 2007.
The minimum wage in New York will increase from $6.75 per hour to $7.15 per hour as of January 1, 2007. The cash wage for tipped employees will increase from $4.35 per hour to $4.60 per hour.
Ohio has increased its minimum wage to $6.85 per hour, effective January 1, 2007.
The minimum wage in Oregon will increase from current $7.50 per hour to $7.80 per hour as of January 1, 2007.
Pennsylvania will increase its minimum wage to $6.25 an hour, effective Jan. 1, 2007. Employers with 10 or fewer employees will pay employees $5.65 an hour minimum.
Beginning January 1, 2007, the Rhode Island minimum wage will increase to $7.40 per hour.
Vermont minimum wage will increase to $7.80 per hour, effective Jan. 1, 2007.
Washington will increase its minimum wage by 30 cents to $7.93 an hour, effective Jan. 1, 2007. The increase is based on a 3.9 percent increase in the index for consumer price inflation.
Law change also required labor law poster update.
Arizona has increased its minimum wage to $6.75 per hour, effective January 1, 2007. Minimum wage for tipped workers has increased from the current federal mandate of $2.13 per hour to $3.75 per hour.
California has increased its minimum wage to $7.50 per hour, effective January 1, 2007, for all hours worked in Florida. The increase will affect approximately 1.4 million California workers.
Connecticut has increased its minimum wage to $7.65 per hour., effective January 1, 2007.
Colorado has increased its minimum wage from $5.15 per hour to $6.85 per hour beginning January 1, 2007. Minimum wage for tipped workers has increased from increases from $2.13 per hour to $3.83 per hour.
Delaware has increased its minimum wage from $6.15 per hour to $6.65 per hour effective Jan. 1, 2007.
Florida has increased its minimum wage to $6.67 per hour, effective January 1, 2007.
Hawaii will raise its minimum wage from $6.75 to $7.25 per hour, effective Jan. 1, 2007.
Massachusetts’s new minimum wage will increase from the current rate of $6.75 to $7.50 on Jan. 1, 2007. The increase will make Massachusetts the state with the highest minimum wage in the country.
Michigan has increased its minimum wage for non-tipped employees from $5.15 per hour to $6.95 per hour, effective October 1, 2006.
Missouri has increased its minimum wage to $6.50 per hour on January 1, 2007.
Montana has increased its minimum wage to $6.15 per hour, effective January 1, 2007. Approximately 25,000 Montana workers will get a rise.
North Carolina's minimum wage will increase to $6.15 per hour, effective Jan. 1, 2007. It's the first increase since 1997 in North Carolina.
Nevada has increased its minimum wage to $6.15 per hour, effective January 1, 2007.
The minimum wage in New York will increase from $6.75 per hour to $7.15 per hour as of January 1, 2007. The cash wage for tipped employees will increase from $4.35 per hour to $4.60 per hour.
Ohio has increased its minimum wage to $6.85 per hour, effective January 1, 2007.
The minimum wage in Oregon will increase from current $7.50 per hour to $7.80 per hour as of January 1, 2007.
Pennsylvania will increase its minimum wage to $6.25 an hour, effective Jan. 1, 2007. Employers with 10 or fewer employees will pay employees $5.65 an hour minimum.
Beginning January 1, 2007, the Rhode Island minimum wage will increase to $7.40 per hour.
Vermont minimum wage will increase to $7.80 per hour, effective Jan. 1, 2007.
Washington will increase its minimum wage by 30 cents to $7.93 an hour, effective Jan. 1, 2007. The increase is based on a 3.9 percent increase in the index for consumer price inflation.
Law change also required labor law poster update.
Tuesday, November 14, 2006
Tyson Foods Settles Discrimination Suit
Tyson Foods Inc., the world's largest meat producer, has agreed to pay $871,000 to 13 black workers to settle an employment discrimination lawsuit.
On behalf of the 13 plaintiffs, EEOC (U.S. Equal Employment Opportunity Commission) filed a lawsuit in federal court, claiming that white workers had posted a 'white's only' sign on the restroom door and only allowed whites to use it.
Tyson denied violating any laws, but has agreed to provide anti-discrimination training and oversight in the Ashland plant.
The law requires employers to post Sexual Harassment Poster which describes sex discrimination that violates Title VII of the Civil Rights Act of 1964.
On behalf of the 13 plaintiffs, EEOC (U.S. Equal Employment Opportunity Commission) filed a lawsuit in federal court, claiming that white workers had posted a 'white's only' sign on the restroom door and only allowed whites to use it.
Tyson denied violating any laws, but has agreed to provide anti-discrimination training and oversight in the Ashland plant.
The law requires employers to post Sexual Harassment Poster which describes sex discrimination that violates Title VII of the Civil Rights Act of 1964.
Monday, November 13, 2006
Male Worker Awarded $18 Million in Harassment Suit
James Stevens, a former clerk in Vons Companies Inc., was awarded $18 million by a Ventura County jury.
Stevens filed a lawsuit in 2004, claiming that he was sexually harassed by a supervisor, Laura Marko.
Stevens reported the harassment to supervisors, but he was transferred to another Simi Valley store and then got fired in March 2004.
The jury awarded more than $16 million in punitive damages to James Stevens, in addition of $1.6 million for economic loss and emotional distress.
Vons, a unit of Safeway Inc., intends to appeal.
Stevens filed a lawsuit in 2004, claiming that he was sexually harassed by a supervisor, Laura Marko.
Stevens reported the harassment to supervisors, but he was transferred to another Simi Valley store and then got fired in March 2004.
The jury awarded more than $16 million in punitive damages to James Stevens, in addition of $1.6 million for economic loss and emotional distress.
Vons, a unit of Safeway Inc., intends to appeal.
Monday, October 30, 2006
Chinese Restaurant Ordered To Pay $1 million in Back Wage
The Golden Dragon, a Chinese restaurant in San Francisco has been ordered more than $1 million in back wages and penalties to 37 workers for violating the city's minimum wage law.
The restaurant was also ordered to pay the city $871,000 to for the cost of investigation.
The investigation began as early as March 2005 after nine employees complained that they were paid less than the minimum wage, which was $8.50 per hour in 2004 and $8.62 per hour in 2005.
The Golden Dragon was shut down by the city at 822 Washington St. for health code violations in January and reopened in May as the Imperial Palace.
The restaurant was also ordered to pay the city $871,000 to for the cost of investigation.
The investigation began as early as March 2005 after nine employees complained that they were paid less than the minimum wage, which was $8.50 per hour in 2004 and $8.62 per hour in 2005.
The Golden Dragon was shut down by the city at 822 Washington St. for health code violations in January and reopened in May as the Imperial Palace.
13 Women Gets $585,000 in Sexual Harassment Case
Everdry Marketing and Management Incorporated, the residential basement waterproofing specialized company, will pay $585,000 to settle a sexual harassment lawsuit.
On behalf of 13 women, most of them were teenage girls, EEOC filed the lawsuit, claiming that women were subject to the sexually hostile workplace at the company's Rochester location.
Victims will get $325000 for lost wages and emotional pain and suffering, and $260000 for punitive damages.
On behalf of 13 women, most of them were teenage girls, EEOC filed the lawsuit, claiming that women were subject to the sexually hostile workplace at the company's Rochester location.
Victims will get $325000 for lost wages and emotional pain and suffering, and $260000 for punitive damages.
Tuesday, October 24, 2006
Acepex Settles Sexual harassment Suit
Acepex Management Corp. has agreed to pay $190,000 to settle a sexual harassment and retaliation lawsuit.
A female employee filed the suit, claiming that she had been severely sexually harassed by her supervisor and subsequently fired in retaliation for reporting the harassment.
Acepex is specilised in janitorial services. The company also agrees to provide training to supervisors and publish its employee handbook in both English and Spanish.
A female employee filed the suit, claiming that she had been severely sexually harassed by her supervisor and subsequently fired in retaliation for reporting the harassment.
Acepex is specilised in janitorial services. The company also agrees to provide training to supervisors and publish its employee handbook in both English and Spanish.
Monday, October 23, 2006
Chatsworth Charged with Workers Compensation Fraud
giExecutives of Cover-All Inc., a multistate flooring and carpet installation company, have been charged with a workers’ compensation premium fraud investigation of nearly $11 million.
Under the investigation, the company underreported payroll by nearly $32 million to State Fund for more than four years, and this resulted in a premium loss of $10.98 million.
50 years' old Gad Leshem, president and CEO of Cover-All Inc, is charged with four counts of premium fraud and one count of conspiracy.
A felony complaint was also filed against 54 years' old Zeev Golan, vice president of the company, and 52 years' old Irit Golan, executive secretary and payroll supervisor, charging both with four counts each of premium fraud and one count of conspiracy.
Cover-All is flooring subcontractor with 1,500 employees in 54 locations across the country.
Arraignment is scheduled for Nov. 13.
Workers Compensation Poster is a mandatory labor law poster in many states.
Under the investigation, the company underreported payroll by nearly $32 million to State Fund for more than four years, and this resulted in a premium loss of $10.98 million.
50 years' old Gad Leshem, president and CEO of Cover-All Inc, is charged with four counts of premium fraud and one count of conspiracy.
A felony complaint was also filed against 54 years' old Zeev Golan, vice president of the company, and 52 years' old Irit Golan, executive secretary and payroll supervisor, charging both with four counts each of premium fraud and one count of conspiracy.
Cover-All is flooring subcontractor with 1,500 employees in 54 locations across the country.
Arraignment is scheduled for Nov. 13.
Workers Compensation Poster is a mandatory labor law poster in many states.
Sunday, October 22, 2006
Fife Settles Racial Discrimination Lawsuit
Fife agreed to pay $40,000 to settle a race discrimination lawsuit.
Kenneth Davis, a black employee in the company, filed the lawsuit, claiming that Fife denied him to a permanent warehouse position and then terminated his temporary position based on his race.
Fife, based in Washington, is specialised in providing freight transportation service to Alaska.
The company also agreed to provide training to managers, supervisors and human resources staff.
Kenneth Davis, a black employee in the company, filed the lawsuit, claiming that Fife denied him to a permanent warehouse position and then terminated his temporary position based on his race.
Fife, based in Washington, is specialised in providing freight transportation service to Alaska.
The company also agreed to provide training to managers, supervisors and human resources staff.
Thursday, October 19, 2006
Wal-Mart Fined for Labor Law Violations
The world's biggest retailer Wal-Mart was ordered to pay 78 million dollars for violating labor laws in Pennsylvania by forcing hourly employees to work through rest periods and after their shifts had ended.
The class action will affect over 187,000 workers at the retail giant employed between 1998 and 2001. Payments to each plaintiff will range from about $50 to a few thousand dollars.
This is Wal-Mart's second loss in the class action lawsuit over wages in less than one year. Wal-Mart settled a $172.3 million case with workers for missed meal breaks by a California jury last year.
The class action will affect over 187,000 workers at the retail giant employed between 1998 and 2001. Payments to each plaintiff will range from about $50 to a few thousand dollars.
This is Wal-Mart's second loss in the class action lawsuit over wages in less than one year. Wal-Mart settled a $172.3 million case with workers for missed meal breaks by a California jury last year.
Tuesday, October 17, 2006
Golf Course Settles Sexual Harassment Suit
Horseshoe Lake Golf Course Inc. has agreed to pay $367,000 as part of a settlement in a sexual harassment lawsuit.
Eight former employees brought the lawsuit, claiming that they were sexual harassed in the workplace. EECO alleged that the general manager and the owner ordered female employees to wear revealing attire and made constant lewd and demeaning sexual comments and physical advances. The owner told female applicants and employees that he wanted to perpetuate a 'sexual fantasy' at the golf course.
Horseshoe Lake will pay $267,000 to the eight women who brought the charges and set aside another $100,000 to establish a trust for other women who were subjected to harassment.
The company has also agreed to provide training to the owner and other employees and establish written procedures and polices to address sexual harassment issues.
Employers are required to poster labor law poster in their workplace, sexual harassment poster included.
Eight former employees brought the lawsuit, claiming that they were sexual harassed in the workplace. EECO alleged that the general manager and the owner ordered female employees to wear revealing attire and made constant lewd and demeaning sexual comments and physical advances. The owner told female applicants and employees that he wanted to perpetuate a 'sexual fantasy' at the golf course.
Horseshoe Lake will pay $267,000 to the eight women who brought the charges and set aside another $100,000 to establish a trust for other women who were subjected to harassment.
The company has also agreed to provide training to the owner and other employees and establish written procedures and polices to address sexual harassment issues.
Employers are required to poster labor law poster in their workplace, sexual harassment poster included.
Monday, October 16, 2006
Perry Ford Settles Discrimination Suit
Perry Ford has agreed to pay $13,000 to settle a racial discrimination.
Chris Francis, a white employee, sued the company, claiming a Hispanic co-worker of him harassed and berated him based on his race several times.
Perry Ford is a car dealership base in San Luis Obispo.
Perry Ford also agrees to implement a training program that addresses racial discrimination and provide the commission an annual report on its hiring practices.
Chris Francis, a white employee, sued the company, claiming a Hispanic co-worker of him harassed and berated him based on his race several times.
Perry Ford is a car dealership base in San Luis Obispo.
Perry Ford also agrees to implement a training program that addresses racial discrimination and provide the commission an annual report on its hiring practices.
Thursday, October 12, 2006
Center Partners Agrees To Pay $229,905 in Overtime Back Wages
Colorado-based outsourcer Center Partners Inc. has agreed to pay $229,905 in overtime back wages to 1,390 employees to resolve violations of FLSA overtime requirements.
Center Partners was found failed to factor in preliminary shift work, commissions, shift differential pay, flex time, and assorted bonuses when it calculated overtime pay for its employees.
Under the requirement of FLSA, employers should pay covered employees at least the federal minimum wage for all hours worked and time and one-half their regular rate of pay for hours worked over 40 in a week.
Center Partners is specialized in tech support and customer service calls for many companies in different fields.
The FLSA's new overtime regulations are in effect as of August 23, 2004.
Center Partners was found failed to factor in preliminary shift work, commissions, shift differential pay, flex time, and assorted bonuses when it calculated overtime pay for its employees.
Under the requirement of FLSA, employers should pay covered employees at least the federal minimum wage for all hours worked and time and one-half their regular rate of pay for hours worked over 40 in a week.
Center Partners is specialized in tech support and customer service calls for many companies in different fields.
The FLSA's new overtime regulations are in effect as of August 23, 2004.
Lerner Associates Settles Sexual Discrimination Lawsuit
David Lerner Associates Inc. has agreed to pay $1.5 million to settle a sexual discrimination lawsuit.
On behalf of four women and others who were subject to the sexually hostile workplace, EEOC filed the lawsuit last February, claiming that a manager at the Darien office sexually harassed them and threatened them with violent retaliation when they complained.
Lerner Associates also agreed to revise its anti-harassment and anti-retaliation policies and revamp its sexual harassment training.
On behalf of four women and others who were subject to the sexually hostile workplace, EEOC filed the lawsuit last February, claiming that a manager at the Darien office sexually harassed them and threatened them with violent retaliation when they complained.
Lerner Associates also agreed to revise its anti-harassment and anti-retaliation policies and revamp its sexual harassment training.
Tuesday, October 10, 2006
Wells Fargo Settles Overtime Suit
Wells Fargo & Co. has agreed to pay $12.8 million to settle a class-action lawsuit over overtime pay.
The law suit, brought by former employee Jasmin Gerlach on behalf of 4,500 current and former Wells Fargo employees, claimed that Wells Fargo unlawfully making business-systems employees ineligible for overtime by characterized them as analysts or consultants.
The settlement was preliminarily approved Oct. 6 in U.S. District Court Judge Claudia Wilken of the Northern District of California.
Wells Fargo denied the charge but would like to settle the lawsuit.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The law suit, brought by former employee Jasmin Gerlach on behalf of 4,500 current and former Wells Fargo employees, claimed that Wells Fargo unlawfully making business-systems employees ineligible for overtime by characterized them as analysts or consultants.
The settlement was preliminarily approved Oct. 6 in U.S. District Court Judge Claudia Wilken of the Northern District of California.
Wells Fargo denied the charge but would like to settle the lawsuit.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Friday, September 29, 2006
EEOC Charged Wal-Mart With Unlawful Firing
U.S. Equal Employment Opportunity Commission charged Wal-Mart for its unlawfully firing a long-time pharmacy employee because of a disability she suffered from a gunshot wound.
Glenda Crocamo, worked in Wal-mart since 1993, was fired after a gunshot accident, which damaged her spinal cord and required her to use a cane to walk, despiting her good successful job performance history.
EEOC filed a suit on behalf of her, seeking back wages, damages and changes in Wal-Mart policy.
OSHA Standards [29:1910.157 (L) Fire Protection] require that every employer provide portable fire extinguishers and shall mount, locate, and identify them so that they are readily accessible to employees without subjecting them to possible injury.
Glenda Crocamo, worked in Wal-mart since 1993, was fired after a gunshot accident, which damaged her spinal cord and required her to use a cane to walk, despiting her good successful job performance history.
EEOC filed a suit on behalf of her, seeking back wages, damages and changes in Wal-Mart policy.
OSHA Standards [29:1910.157 (L) Fire Protection] require that every employer provide portable fire extinguishers and shall mount, locate, and identify them so that they are readily accessible to employees without subjecting them to possible injury.
Thursday, September 28, 2006
Restaurant Pays $350,000 in harassment settlement
A Sunnyvale Kentucky Fried Chicken/Taco Bell franchise has agreed to pay $350,000 to settle charges of sexual harassment claimed by Latina immigrant workers.
On behalf of the workers, EEOC filed a federal lawsuit, claiming that the restaurant's manager repeatedly approached the women with unwelcome sexual propositions that created a hostile work environment.
Although denied the allegations, the company has agreed to settle the case for $349,800 and make some efforts to create a harmonious working environment.
On behalf of the workers, EEOC filed a federal lawsuit, claiming that the restaurant's manager repeatedly approached the women with unwelcome sexual propositions that created a hostile work environment.
Although denied the allegations, the company has agreed to settle the case for $349,800 and make some efforts to create a harmonious working environment.
Thursday, September 21, 2006
Oregon's Minimum Wage To Rise
Oregon's minimum wage will increase to $7.80 per hour next year under the state's annual cost-of living adjustment. The increase will take effect from Jan. 1.
The current minimum wage in Oregon is $7.60 per hour, the second highest in the nation. (Washington hits the highest minimum wage, $7.63 per hour.)
The federal minimum wage remains $5.15 per hour, which has not increased since 1997.
Minimum wage hike required labor law poster update.
The current minimum wage in Oregon is $7.60 per hour, the second highest in the nation. (Washington hits the highest minimum wage, $7.63 per hour.)
The federal minimum wage remains $5.15 per hour, which has not increased since 1997.
Minimum wage hike required labor law poster update.
Women Sued Restaurant For Sexual Harassment
A woman filed a sexual harassment complaint against a Hot Springs restaurant. She claimed that women worked in that restaurant were subjected to sexual comments and touching while working in the restaurant.
The employee has tried to alerted supervisors, but the harassment still went on. She was fired after she made the complaint.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The employee has tried to alerted supervisors, but the harassment still went on. She was fired after she made the complaint.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, September 07, 2006
Arkansas Labor Law Poster Update News September 05, 2006
AR has updated its Minimum Wage posting.
The new update must be displayed by all AR employers. Let PosterSolution help you remain in compliance.
Arkansas has updated its Minimum Wage posting to include the minimum wage hike.
Effective October 1, 2006, the minimum wage in Arkansas will increase from $5.15 an hour to $6.25. The minimum wage for tipped employees is $2.62 per hour as long as tips added to that bring the wage up to $6.25 per hour.
New posters can be obtained from http://www.postersolution.com/kansas-total-labor-law-poster/
PosterSolution reminds you to post the newly updated labor law poster in your workplace.
The new update must be displayed by all AR employers. Let PosterSolution help you remain in compliance.
Arkansas has updated its Minimum Wage posting to include the minimum wage hike.
Effective October 1, 2006, the minimum wage in Arkansas will increase from $5.15 an hour to $6.25. The minimum wage for tipped employees is $2.62 per hour as long as tips added to that bring the wage up to $6.25 per hour.
New posters can be obtained from http://www.postersolution.com/kansas-total-labor-law-poster/
PosterSolution reminds you to post the newly updated labor law poster in your workplace.
District of Columbia Labor Law Poster Update News - August 20, 2006
Washington DC has updated its Discrimination posting.
These new updates must be displayed by all DC employers. Let Postersolution help you remain in compliance.
The District of Columbia has updated its Discrimination posting with new law content and logos. The new law content was added in the newly updated posting regarding protection of "genetic information" and "gender identity and expression." Employers are forbidden to request, require, or administer a genetic test to employees or applicants for employment.
New posters can be obtained from http://www.postersolution.com/district-of-columbia-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all DC employers. Let Postersolution help you remain in compliance.
The District of Columbia has updated its Discrimination posting with new law content and logos. The new law content was added in the newly updated posting regarding protection of "genetic information" and "gender identity and expression." Employers are forbidden to request, require, or administer a genetic test to employees or applicants for employment.
New posters can be obtained from http://www.postersolution.com/district-of-columbia-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
California Labor Law Poster Update News July 7, 2006
CA has updated its Discrimination posting.
These new updates must be displayed by all CA employers. Let Postersolution help you remain in compliance.
California has updated its Discrimination posting.
New law content was added in the newly updated posting regarding required sexual harassment training for all supervisors, employer’s responsibility to reasonably accommodate an employee’s religious beliefs, and retaliation against a person who opposes, reports, or assists another person in opposing unlawful discrimination is prohibited.
New posters can be obtained from http://www.postersolution.com/california-total-labor-law-poster
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all CA employers. Let Postersolution help you remain in compliance.
California has updated its Discrimination posting.
New law content was added in the newly updated posting regarding required sexual harassment training for all supervisors, employer’s responsibility to reasonably accommodate an employee’s religious beliefs, and retaliation against a person who opposes, reports, or assists another person in opposing unlawful discrimination is prohibited.
New posters can be obtained from http://www.postersolution.com/california-total-labor-law-poster
Postersolution reminds you to post the newly updated labor law poster in your workplace.
Vermont Labor Law Poster Update News - June 16, 2006
VT has updated its Minimum Wage Rules and Family Leave postings.
These new updates must be displayed by all VT employers. Let Postersolution help you remain in compliance.
The VT labor law poster underwent two major changes which were implemented by the state in June.
The state of Vermont has updated its Minimum Wage Rules posting with new minimum wage amounts and tip credit amounts, and added language mandating annual minimum wage increases -- of 5% or the percentage increase of the Consumer Price Index -- every 1st of January starting 2007. It also added new law content allowing employers to provide an electronic itemized wage statement in lieu of a paper statement.
The state has also updated its Family Leave posting with new law content. It added "party to a civil union, parent, spouse, and parent of the employee's spouse" as protected categories under Family Leave.
New posters can be obtained from http://www.postersolution.com/vermont-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all VT employers. Let Postersolution help you remain in compliance.
The VT labor law poster underwent two major changes which were implemented by the state in June.
The state of Vermont has updated its Minimum Wage Rules posting with new minimum wage amounts and tip credit amounts, and added language mandating annual minimum wage increases -- of 5% or the percentage increase of the Consumer Price Index -- every 1st of January starting 2007. It also added new law content allowing employers to provide an electronic itemized wage statement in lieu of a paper statement.
The state has also updated its Family Leave posting with new law content. It added "party to a civil union, parent, spouse, and parent of the employee's spouse" as protected categories under Family Leave.
New posters can be obtained from http://www.postersolution.com/vermont-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
Connecticut Labor Law Poster Update News April 22, 2006
Connecticut has updated its Wage Administrative Regulations, Discrimination, and Workers' Compensation postings.
These new updates must be displayed by all CT employers. Let Postersolution help you remain in compliance.
The CT labor law poster underwent three major changes which were implemented by the state in April.
The state of Connecticut has updated its Wage Administrative Regulations posting with new law content. It has removed old minimum wage amounts from previous years, and added new law content under Sec. 31-60-2 Gratuities as part of the minimum fair wage (b).
The state also updated its Discrimination posting and Workers' Compensation posting.
New posters can be obtained from http://www.postersolution.com/connecticut-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all CT employers. Let Postersolution help you remain in compliance.
The CT labor law poster underwent three major changes which were implemented by the state in April.
The state of Connecticut has updated its Wage Administrative Regulations posting with new law content. It has removed old minimum wage amounts from previous years, and added new law content under Sec. 31-60-2 Gratuities as part of the minimum fair wage (b).
The state also updated its Discrimination posting and Workers' Compensation posting.
New posters can be obtained from http://www.postersolution.com/connecticut-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
Kentucky Labor Law Poster Update News April 22, 2006
KY has updated its Child Labor, Wage and Hour, and Wage Discrimination postings.
These new updates must be displayed by all KY employers. Let Postersolution help you remain in compliance.
The KY labor law poster underwent three major changes which were implemented by the state in August.
The state has updated its Child Labor posting with new law content regarding meal breaks, occupations prohibited for minors, and proof of age requirements for minors.
The state also updated its Wage and Hour posting with new law content regarding overtime exemptions and employee record keeping requirements.
The Wage Discrimination Posting has also been updated, making explicit that employers are prohibited from discriminating between employees of the opposite sexes in the same establishment by paying different wage rates for comparable work.
New posters can be obtained from http://www.postersolution.com/kentucky-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all KY employers. Let Postersolution help you remain in compliance.
The KY labor law poster underwent three major changes which were implemented by the state in August.
The state has updated its Child Labor posting with new law content regarding meal breaks, occupations prohibited for minors, and proof of age requirements for minors.
The state also updated its Wage and Hour posting with new law content regarding overtime exemptions and employee record keeping requirements.
The Wage Discrimination Posting has also been updated, making explicit that employers are prohibited from discriminating between employees of the opposite sexes in the same establishment by paying different wage rates for comparable work.
New posters can be obtained from http://www.postersolution.com/kentucky-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
West Virginia Labor Law Poster Update News April 22, 2006
WV has updated its Minimum Wage and Unemployment Insurance postings.
These new updates must be displayed by all WV employers. Let Postersolution help you remain in compliance.
The WV labor law poster underwent two major changes which were implemented by the state in August.
West Virginia has updated its Minimum Wage posting to include the minimum wage hike.
Effective July 1, 2006, every employer shall pay to each employee a rate not less than $5.85 per hour. An employer may implement a 90-day training wage of $5.15 per hour for persons under 20 years of age when specific conditions are met. West Virginia's minimum wage applies to employers who have six or more employees in one location during any calendar week.
The state has also updated its Unemployment Insurance posting; the agency has released a new version of this posting with a new color requirement.
New posters can be obtained from http://www.postersolution.com/west-virginia-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
These new updates must be displayed by all WV employers. Let Postersolution help you remain in compliance.
The WV labor law poster underwent two major changes which were implemented by the state in August.
West Virginia has updated its Minimum Wage posting to include the minimum wage hike.
Effective July 1, 2006, every employer shall pay to each employee a rate not less than $5.85 per hour. An employer may implement a 90-day training wage of $5.15 per hour for persons under 20 years of age when specific conditions are met. West Virginia's minimum wage applies to employers who have six or more employees in one location during any calendar week.
The state has also updated its Unemployment Insurance posting; the agency has released a new version of this posting with a new color requirement.
New posters can be obtained from http://www.postersolution.com/west-virginia-total-labor-law-poster/
Postersolution reminds you to post the newly updated labor law poster in your workplace.
Thursday, August 10, 2006
Massachusetts Passes New Minimum Wage
The Massachusetts Legislature passed H. 4781 unanimous on July 31, overriding Gov. Mitt Romney's July 28 veto.
This new minimum wage law that will increase the current rate of $6.75 to $7.50 on Jan. 1, 2007, then to $8 on Jan. 1, 2008. The increase will make Massachusetts the state with the highest minimum wage in the country.
However, study shows that even at $8 an hour, the minimum wage is not enough to afford a family in Massachusetts, where a family of four must earn at least $40,000 per year in order to afford housing, child care and utilities.
The last increase was in 2001.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
This new minimum wage law that will increase the current rate of $6.75 to $7.50 on Jan. 1, 2007, then to $8 on Jan. 1, 2008. The increase will make Massachusetts the state with the highest minimum wage in the country.
However, study shows that even at $8 an hour, the minimum wage is not enough to afford a family in Massachusetts, where a family of four must earn at least $40,000 per year in order to afford housing, child care and utilities.
The last increase was in 2001.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
BMW Paid $630,000 in Overtime Back Wages
Greer-based BMW Manufacturing Co. has agreed to pay nearly $630,000 in overtime back wages to 1,224 workers to resolve violations of FLSA overtime requirements.
BMW was found failed to pay employees for the time they spent donning and taking off required personal protective garb before clocking in and after clocking out of work.
Under the requirement of FLSA, employers should pay covered employees at least the federal minimum wage for all hours worked and time and one-half their regular rate of pay for hours worked over 40 in a week.
Spokeswoman for the Greer plant said checks for the computed back pay would be sent to affected employees and former employees within 90 days.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
BMW was found failed to pay employees for the time they spent donning and taking off required personal protective garb before clocking in and after clocking out of work.
Under the requirement of FLSA, employers should pay covered employees at least the federal minimum wage for all hours worked and time and one-half their regular rate of pay for hours worked over 40 in a week.
Spokeswoman for the Greer plant said checks for the computed back pay would be sent to affected employees and former employees within 90 days.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Fox News Settles Sexual Harassment Suit
Fox News Channel has agreed to settle a lawsuit with four women who claimed that a vice president sexually harassed them.
The women alleged Joe Chillemi, vice president in the advertising and promotions department, used demeaning words to describe women, including women who were pregnant.
On behalf the plaintiffs, the Equal Employment Opportunity Commission has submitted the settlement for approval in Manhattan federal court, including a total payout of $225,000 for the women.
The settlement also requires FNC to stake steps to provide further training on sexual harassment to its employees.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The women alleged Joe Chillemi, vice president in the advertising and promotions department, used demeaning words to describe women, including women who were pregnant.
On behalf the plaintiffs, the Equal Employment Opportunity Commission has submitted the settlement for approval in Manhattan federal court, including a total payout of $225,000 for the women.
The settlement also requires FNC to stake steps to provide further training on sexual harassment to its employees.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Wednesday, July 19, 2006
72-year-old Sewage Treatment Plant Worker Get Paid $35,000 For Age Discrimination
72-year-old diesel engine mechanic, James Yu was paid $35,000 by the city of San Jose to settle his complaint of age discrimination.
James Yu filed a suit with EEOC in 2001 after an overnight position he interviewed for was left unfilled in 2001, claiming that he was denied a promotion because his superiors feared he would die on the overnight shift.
The city also agreed to train managers at the San Jose/Santa Clara water pollution and control plant in Alviso on how to avoid age discrimination.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
James Yu filed a suit with EEOC in 2001 after an overnight position he interviewed for was left unfilled in 2001, claiming that he was denied a promotion because his superiors feared he would die on the overnight shift.
The city also agreed to train managers at the San Jose/Santa Clara water pollution and control plant in Alviso on how to avoid age discrimination.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
City Worker Sued Mayor For Sexual Harassment
Elizabeth Miles, a city employee of Willoughby Hills, filed a federal sexual harassment complaint against Mayor Kenneth Lorenz. She claimed that Lorenz hugged and kissed her and sent her cards and text messages against her wishes during the first six months of this year.
Elizabeth Miles was hired on Dec. 26, 2005, and she filed the complaint in June with EEOC.
Lorenz said he thought Miles is actually doing a great job, and he was surprised to see this complaint.
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Elizabeth Miles was hired on Dec. 26, 2005, and she filed the complaint in June with EEOC.
Lorenz said he thought Miles is actually doing a great job, and he was surprised to see this complaint.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Friday, July 14, 2006
Governor Signs Minimum Wage Raise Into Law
Gov. Mike Easley signed a bill that raises the state's minimum wage by one dollar to $6.15 per hour in North Carolina.
It's the first increase since 1997 in North Carolina. The current minimum wage in North Carolina is $ 5.15 per hour, same as the federal rate.
"In North Carolina, we are setting the bar high and we are changing our economy,? Easley said. "We are building a better workforce by providing the knowledge, talent and skill our citizens need to succeed in the global marketplace. This higher level of education is bringing in high-paying jobs, but raising the minimum wage helps our people make the needed transition to this new economy."
The new minimum wage will take effect in January, and more than 100,000 workers will get a raise.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
It's the first increase since 1997 in North Carolina. The current minimum wage in North Carolina is $ 5.15 per hour, same as the federal rate.
"In North Carolina, we are setting the bar high and we are changing our economy,? Easley said. "We are building a better workforce by providing the knowledge, talent and skill our citizens need to succeed in the global marketplace. This higher level of education is bringing in high-paying jobs, but raising the minimum wage helps our people make the needed transition to this new economy."
The new minimum wage will take effect in January, and more than 100,000 workers will get a raise.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Rendell Signs Minimum Wage Hike
Pennsylvania Gov. Ed Rendell signed Pennsylvania Senate Bill 1090 on Sunday, which will increase the state minimum wage by $2 per hour.
The minimum wage will increase to $6.25 per hour on Jan. 1, 2007, then to $7.15 per hour on July 1, 2007.
Employers with the equivalent of 10 or fewer full-time employees can phase in the increase on a slower schedule. They will pay $5.65 an hour beginning Jan. 1, 2007; $6.65 beginning July 1, 2007; and $7.15 on July 1, 2008.
Pennsylvania is among the 22 states that approved an increase in its minimum wage since Congress last raised the federal minimum wage to $5.15 in 1997.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The minimum wage will increase to $6.25 per hour on Jan. 1, 2007, then to $7.15 per hour on July 1, 2007.
Employers with the equivalent of 10 or fewer full-time employees can phase in the increase on a slower schedule. They will pay $5.65 an hour beginning Jan. 1, 2007; $6.65 beginning July 1, 2007; and $7.15 on July 1, 2008.
Pennsylvania is among the 22 states that approved an increase in its minimum wage since Congress last raised the federal minimum wage to $5.15 in 1997.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, April 27, 2006
Minimum Wage Increases in Maine
Gov. John E. Baldacci signed LD 235, which would Maine's minimum wage to $6.75 an hour in October 2006, and $7 an hour in October 2007.
The current minimum wage in Maine is $6.50, $1.35 higher than the federal minimum wage. Maine is among the 17 states having minimum wages above the federal standard of $5.15 an hour.
The last time of minimum wage increase in Maine was two years ago.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The current minimum wage in Maine is $6.50, $1.35 higher than the federal minimum wage. Maine is among the 17 states having minimum wages above the federal standard of $5.15 an hour.
The last time of minimum wage increase in Maine was two years ago.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
African-American Workers Sue Employer for $175M
Nine current and former employees of Super Steel Inc. of Glenville filed a class action suit in a U.S. federal district court in Albany yesterday, seeking $175 million for racial harassment and discrimination.
An African-American worker who named Criss Murphy alleged that on Jan. 3 he opened his locker to discover a stuffed gorilla, a noose around its neck, and a threatening racist message. He never returned to work at the Glenville plant since then.
The lawsuit seeks $25 million in compensatory damages and $150 million in punitive damages.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
An African-American worker who named Criss Murphy alleged that on Jan. 3 he opened his locker to discover a stuffed gorilla, a noose around its neck, and a threatening racist message. He never returned to work at the Glenville plant since then.
The lawsuit seeks $25 million in compensatory damages and $150 million in punitive damages.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
OSHA Notified 14,000 Workplaces for High Injury and Illness Rates
The Occupational Safety and Health Administration (OSHA) announced that they have sent letters to nearly 14,000 employers, notifying the employers that injury and illness rates at their worksites are higher than average.
OSHA is willing to help the employers fix safety and health hazards. The notification was a proactive step to encourage employers to take steps now to reduce injury and illness rates improve the safety and health environment in their workplaces.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
OSHA is willing to help the employers fix safety and health hazards. The notification was a proactive step to encourage employers to take steps now to reduce injury and illness rates improve the safety and health environment in their workplaces.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, April 06, 2006
DOL Announces $1 Million Grant to Aid Dislocated Auto Industry Workers in Oklahoma
U.S. Secretary of Labor Elaine L. Chao announced a $1 million grant to assist workers who were affected by plant closings at General Motors (GM) in Oklahoma City, Oklahoma.
The secretary said that this $1 million grant will provide career counseling, skills training, job search and other assistance to connect these workers with new opportunities for successful careers."
The layoffs began at Feb. 17, while the plant closed in the Oklahoma City location.
The projects funded by the grant announced today will be operated in five local areas, including Big Five Community Services Inc., Central Oklahoma Workforce Investment Board, East Central Workforce Investment Board, Norman Economic Development Coalition, and South Central Workforce Investment Board.
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The secretary said that this $1 million grant will provide career counseling, skills training, job search and other assistance to connect these workers with new opportunities for successful careers."
The layoffs began at Feb. 17, while the plant closed in the Oklahoma City location.
The projects funded by the grant announced today will be operated in five local areas, including Big Five Community Services Inc., Central Oklahoma Workforce Investment Board, East Central Workforce Investment Board, Norman Economic Development Coalition, and South Central Workforce Investment Board.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Sunday, March 26, 2006
Kentucky House passed Jockey workers' compensation bill
The Kentucky House voted 83-12 on Friday to pass workers' compensation coverage to jockeys in the Kentucky.
House Bill 191 would create the Kentucky Jockey Injury Fund. It would be financed through a takeout of one-tenth of 1% of total wagering on Kentucky races.
The bill also would create the Kentucky Jockey Injury Corp. to buy workers' comp insurance for licensed jockeys and apprentices.
Carolyn Belcher, the representative who guided the legislation through the House, said, "The jockeys would be considered employees of the injury corporation for coverage purposes." Trainers would be required to purchase coverage for exercise riders.
The bill now returns to the Senate for a concurrence vote on House amendments.
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House Bill 191 would create the Kentucky Jockey Injury Fund. It would be financed through a takeout of one-tenth of 1% of total wagering on Kentucky races.
The bill also would create the Kentucky Jockey Injury Corp. to buy workers' comp insurance for licensed jockeys and apprentices.
Carolyn Belcher, the representative who guided the legislation through the House, said, "The jockeys would be considered employees of the injury corporation for coverage purposes." Trainers would be required to purchase coverage for exercise riders.
The bill now returns to the Senate for a concurrence vote on House amendments.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Friday, March 24, 2006
Construction Company Fined for Child Labor
Paragon Contractors, a construction company in Hildale was fined $10,395 for using child labor, announced by the U.S. Department of Labor's Wage and Hour Division.
Paragon, owned by Brian Jessop, had two boys, ages 12 and 13, working on residential home construction jobs in 2005. A 15-year-old boy was hired to operate table saw.
The department ordered Paragon to pay the boys $3,296 in back wages, and fined the company $10,395 for violating the federal law.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Paragon, owned by Brian Jessop, had two boys, ages 12 and 13, working on residential home construction jobs in 2005. A 15-year-old boy was hired to operate table saw.
The department ordered Paragon to pay the boys $3,296 in back wages, and fined the company $10,395 for violating the federal law.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Gov. Vetoed Workers' Comp Bill
Governor Kathleen Sebelius vetoed a bill Tuesday. She said the bill would lower compensation settlements for workers injured on the job.
The bill aims to protect employers from paying benefits when a worker's job-related injury aggravates a pre-existing condition. It would allow a doctor to determine whether a disability caused by an on-the-job injury might be due, in part, to a health condition, which could be used to reduce the compensation settlement.
Kansas' workers' compensation is among of the lowest in the nation, and the rates will decline 2 percent this year without the bill.
The Senate approved the bill 28-12, while the House approved by 67 approvals, shorts of 10 approvals to override the veto.
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The bill aims to protect employers from paying benefits when a worker's job-related injury aggravates a pre-existing condition. It would allow a doctor to determine whether a disability caused by an on-the-job injury might be due, in part, to a health condition, which could be used to reduce the compensation settlement.
Kansas' workers' compensation is among of the lowest in the nation, and the rates will decline 2 percent this year without the bill.
The Senate approved the bill 28-12, while the House approved by 67 approvals, shorts of 10 approvals to override the veto.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, March 16, 2006
Fidelity National Financial Paid Over $778,000 For Back Wages
The U.S. Labor Department announced that Fidelity National Financial agreed to pay a total of $778,392 in back wages to 1,895 workers, who had not been paid in accordance with provisions of the Fair Labor Standards Act (FLSA).
The calculations to determine overtime rates were incorrect because they did not include commissions paid to employees covered by the FLSA.
To ensure the overtime will be properly compensated in the future, DOL has helped the employers change the payroll system.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The calculations to determine overtime rates were incorrect because they did not include commissions paid to employees covered by the FLSA.
To ensure the overtime will be properly compensated in the future, DOL has helped the employers change the payroll system.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Michigan Senate approved minimum wage hike
The Michigan Senate Tuesday passed a bill 19-16 that would raise the minimum wage $1.80 an hour. Minimum-wage workers would get a raise from $5.15 to $6.95, by increasing the current minimum wage of $6.50 to $6.75 this October and then to $7 in October of 2007.
The state's minimum wage has not been increased in nine years. Business groups have lobbied against the increase, saying it could hurt the state's job market without helping large numbers of wage earners.
The House next week will likely approve Senate-passed plan that would further boost the wage to $7.15 on July 1, 2007 and to $7.40 on July 1, 2008.
Gov. Jennifer Granholm says she'll sign the bill if passed by the House.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The state's minimum wage has not been increased in nine years. Business groups have lobbied against the increase, saying it could hurt the state's job market without helping large numbers of wage earners.
The House next week will likely approve Senate-passed plan that would further boost the wage to $7.15 on July 1, 2007 and to $7.40 on July 1, 2008.
Gov. Jennifer Granholm says she'll sign the bill if passed by the House.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Wednesday, February 15, 2006
Schools change sexual harassment policy because of six-year-old
The Brockton School Department will change its sexual harassment policy because of a six-year-old.
The 6-year-old boy was suspended for putting his fingers in a female student's waistband.
The boy's mother, Berthena Dorinvil, said her son was simply playing, and obviously, a six-year-old can't understand what sexual harassment is.
Brockton public school officials have apologized to the boy's parents and agreed to transfer the child to another school.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The 6-year-old boy was suspended for putting his fingers in a female student's waistband.
The boy's mother, Berthena Dorinvil, said her son was simply playing, and obviously, a six-year-old can't understand what sexual harassment is.
Brockton public school officials have apologized to the boy's parents and agreed to transfer the child to another school.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
OSHA Cites Lone Star Bakery for Safety and Health Violations
Lone Star Bakery Inc., a San Antonio bakery company, was cited of OSHA for failing to adequately protect employees from breathing a toxic substance.
After the investigation, OSHA found that the company did not have an effective emergency plan in place under OSHA's "process safety management" standard.
OSHA cited the company for one alleged willful and 10 alleged serious violations of health and safety standards. The willful violation was issued for failing to provide employees with proper respiratory protection when responding to an emergency involving chemical leaks. The serious violations included failing to: properly train employees on the operation of opening and shutting down valves containing hazardous chemicals; provide adequate machine guarding on baking equipment; protect employees from electrical hazards, and properly inspect forklift equipment.
The proposed penalties totaled up $78,300.
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After the investigation, OSHA found that the company did not have an effective emergency plan in place under OSHA's "process safety management" standard.
OSHA cited the company for one alleged willful and 10 alleged serious violations of health and safety standards. The willful violation was issued for failing to provide employees with proper respiratory protection when responding to an emergency involving chemical leaks. The serious violations included failing to: properly train employees on the operation of opening and shutting down valves containing hazardous chemicals; provide adequate machine guarding on baking equipment; protect employees from electrical hazards, and properly inspect forklift equipment.
The proposed penalties totaled up $78,300.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, January 19, 2006
OSHA Reminds Employers to Post Injury/Illness Summaries Beginning February 1
Beginning February 1, employers are required by OSHA to post a summary of the total number of job-related injuries and illnesses that occurred last year.
Employers are only required to post the Summary (OSHA Form 300A) – not the OSHA 300 Log – from Feb.1 to Apr. 30.
Total numbers of job-related injuries and illnesses that occurred in 2005 should be listed in the summary. Employment information about annual average number of employees and total hours worked during the calendar year also is required to assist in calculating incidence rates.
The form should be displayed in a common area wherever notices to employees are usually posted.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Employers are only required to post the Summary (OSHA Form 300A) – not the OSHA 300 Log – from Feb.1 to Apr. 30.
Total numbers of job-related injuries and illnesses that occurred in 2005 should be listed in the summary. Employment information about annual average number of employees and total hours worked during the calendar year also is required to assist in calculating incidence rates.
The form should be displayed in a common area wherever notices to employees are usually posted.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Minimum Wage Increases to $ 6.15 per hour in Maryland
The Maryland General Assembly voted Tuesday to increase the minimum wage to $6.15 per hour, overriding a veto by Gov. Robert Ehrlich.
The state Senate voted 30-17 overriding the governor's veto of a bill passed last year. The new state minimum wage is $1 more than the federal government demands.The new rate will take affect in Maryland Feb. 16.
Maryland joins 17 other states, plus Washington, D.C., that have a minimum wage above the federal mandate rate of $5.15 per hour.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
The state Senate voted 30-17 overriding the governor's veto of a bill passed last year. The new state minimum wage is $1 more than the federal government demands.The new rate will take affect in Maryland Feb. 16.
Maryland joins 17 other states, plus Washington, D.C., that have a minimum wage above the federal mandate rate of $5.15 per hour.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, January 12, 2006
OSHA Cites Horsehead Corp. for Chemical Hazard
Horsehead Corp., a zinc manufacturing company, was cited for alleged safety and health violations by OSHA, which proposed a fine of $186,750.
OSHA began an investigation of Monaca, Pa.-based Horsehead after a July accident in which an employee stepped into an uncovered condenser pit full of molten zinc and sustained severe leg burns.
OSHA also issued 27 serious citations with proposed fines totaling $111,150 for alleged violations, including failure to use an approved safety platform and provide guardrails or protection barriers.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
OSHA began an investigation of Monaca, Pa.-based Horsehead after a July accident in which an employee stepped into an uncovered condenser pit full of molten zinc and sustained severe leg burns.
OSHA also issued 27 serious citations with proposed fines totaling $111,150 for alleged violations, including failure to use an approved safety platform and provide guardrails or protection barriers.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Maine launched a new online unemployment claiming service
The Maine Department of Labor has launched a new online service to help residents file of weekly unemployment claims for Unemployment Insurance Benefits.
Maine residents who have lost their jobs can file weekly unemployment claims 24 hours a day, seven days a week with the new Internet-based system. The site can be found at www.file4ui.com or by visiting the Maine Department of Labor Web site at www.maine.gov/labor.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Maine residents who have lost their jobs can file weekly unemployment claims 24 hours a day, seven days a week with the new Internet-based system. The site can be found at www.file4ui.com or by visiting the Maine Department of Labor Web site at www.maine.gov/labor.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Women in German bank sued for discrimination
Six female employees who work in the investment bank Dresdner Kleinwort Wasserstein (DKW) filed a $1.4 billion discrimination lawsuit, claimed that women in the company were hired as "eye candy" and one was referred to as "the Pamela Anderson of trading".
It's said women were denied top jobs and paid less. The company still maintains a corporate culture that excludes and demeans women.
The lawsuit also said, “Although we live in 2006, the 'glass ceiling' is alive and well at this German investment bank, where women are treated as second-class citizens with respect to all of the terms and conditions of their employment."
The situation DKW faces just like Morgan Stanley bank faced one year ago. Morgan Stanley bank paid $54 million (£30 million) to settle discrimination charges brought by a female trader and 340 other women workers.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
It's said women were denied top jobs and paid less. The company still maintains a corporate culture that excludes and demeans women.
The lawsuit also said, “Although we live in 2006, the 'glass ceiling' is alive and well at this German investment bank, where women are treated as second-class citizens with respect to all of the terms and conditions of their employment."
The situation DKW faces just like Morgan Stanley bank faced one year ago. Morgan Stanley bank paid $54 million (£30 million) to settle discrimination charges brought by a female trader and 340 other women workers.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
Thursday, January 05, 2006
72-year-old Woman Sues For Discrimination
Martha MacDonald, who is 72 years old, accused a Chicopee candy distributor of age, disability and gender discrimination.
MacDonald has worked for Everson Distributing Company for about 25 years. She was a production supervisor until September 2004, when she was sidelined with health problems. She claimed that when she returned to work, she was demoted and denied pay raises for her age and other factors.
MacDonald is seeking a minimum of $80,000 in lost wages, benefits, compensation for emotional distress and legal fees.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
MacDonald has worked for Everson Distributing Company for about 25 years. She was a production supervisor until September 2004, when she was sidelined with health problems. She claimed that when she returned to work, she was demoted and denied pay raises for her age and other factors.
MacDonald is seeking a minimum of $80,000 in lost wages, benefits, compensation for emotional distress and legal fees.
You can find more information of labor law in www.postersolution.com, and community.poster4business.com will provide you the state, federal & OSHA labor law compliance information and services.
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