Employment Law

A New Federal Court Ruling Has Blocked the Implementation of the Rule Raising Minimum Salary Floors for FLSA Exemptions

November 15, 2024 | Parks, Chesin & Walbert

In April, this blog covered the publication of a new Final Rule from the U.S. Department of Labor regarding the executive, administrative, professional, outside sales, or computer employee (EAP) and the highly compensated employees (HCE) exemptions to the overtime provisions of the Fair Labor Standards Act (FLSA). The new rule would have moved millions of workers from exempt to non-exempt status. Following a decision issued by a federal court in Texas earlier today, that rule’s future is very uncertain. Whether you are a worker or an employer, the best way to ensure you are proceeding under the correct interpretation of the FLSA is to work closely with an experienced Atlanta wage and hour lawyer.

The lawsuit, which took place in the federal Eastern District of Texas, consolidated two actions, one launched by a local chamber of commerce (Plano, Texas) and the other by the State of Texas. The pair argued that the DOL exceeded its statutory authority by promulgating the new EAP/HCE exemption rule.

An earlier ruling from the court enjoined implementation of the rule… but only with regard to employees of the Texas state government. The ruling from earlier today established a nationwide injunction, meaning that the rule is rolled back in its entirety across the country.

What the Law Says About Employees Returning to Work After Their 12 Weeks of FMLA Leave Has Expired

September 30, 2024 | Parks, Chesin & Walbert

A worker experiencing health difficulties presents challenges for the employee… and her employer. Employers should proceed carefully, ensuring that any potentially adverse actions they take do not run afoul of federal law. A misstep in this regard could harm not just the worker but also the employer’s business if it exposes the employer to liability for violations of federal anti-discrimination law or the Family and Medical Leave Act. With that in mind, if you are an employer or an employee facing this set of circumstances, it is wise to contact a knowledgeable Atlanta employment lawyer to discuss your rights and obligations.

Sometimes, an employer’s course of action (as laid out in an unfavorable court opinion) can represent a clear case of “what not to do.” A recent FMLA interference and disability discrimination lawsuit in Macon makes for a pertinent example.

The employee, D.L. was an administrative coordinator for a Middle Georgia family services non-profit. The coordinator, who had significant arthritis, took a period of leave following her Sept. 2, 2020, neck surgery. After a Nov. 19 appointment revealed a need for additional surgery, the doctor declared the woman out indefinitely. Two weeks later, the doctor said the coordinator could return to work on Dec. 8, provided she did not do any pushing, pulling, or lifting over 10 pounds.

The Price of Non-Compliance: An Automaker in Alabama to Pay $438K for Engaging in Illegal FMLA Retaliation

June 14, 2024 | Parks, Chesin & Walbert

The Family and Medical Leave Act grants substantial rights to workers and has the potential to impose significant penalties on employers who fail to comply with the law, as an employer in neighboring Alabama found out recently. Given how costly a violation can be (either to you as an employer or a worker,) it is highly important to know your FMLA rights and responsibilities. If you have questions or concerns, you should consult an experienced Atlanta FMLA retaliation lawyer.

An investigation that the U.S. Labor Department’s Wage and Hour Division recently wrapped up is a good example of how employers can engage in FMLA retaliation, possibly even without malicious motivation.

The case involved two workers at an auto plant west of Birmingham, Alabama. One worker sought FMLA leave to care for a family member, and the other requested time off due to their own medical condition.

Exotic Dancers and Employment Classification: What a Series of FLSA Cases Can Teach, Even if Yours is Not an ‘Adult’ Business

December 22, 2023 | Parks, Chesin & Walbert

One of the emerging areas in Fair Labor Standards Act litigation centers on the misclassification of exotic dancers. Several groups of dancers have successfully sued clubs for illegally misclassifying them as independent contractors instead of employees. While this industry may be relatively small, these misclassification cases hold significance for more than just adult entertainment clubs and the dancers who perform in them. The question of “independent contractor or employee” is a crucial one in many lines of work and misclassification can have extremely deleterious consequences. If you have questions about independent-contractor-or-employee classification, contact a knowledgeable Atlanta worker classification lawyer to get the answers you need.

One local club in Northeast Atlanta is facing FLSA litigation… and it isn’t their first time. Last month, a group of four dancers sued the club seeking recovery for “unpaid wages and overtime compensation, interest, liquidated damages, attorneys’ fees, and costs” under the FLSA.

A decade ago, that same club settled a previous FLSA lawsuit, agreeing to pay a class of 73 dancers more than $1.5 million. In that case, the club classified the dancers as independent contractors and the dancers’ compensation consisted solely of the tips they received. Additionally, the club charged its dancers various fees to perform at the establishment.

FMLA Leave, Interference Claims, and When the Law Does (and Doesn’t) Require Employers to Give Workers Notice of Their FMLA Rights and Responsibilities

December 15, 2023 | Parks, Chesin & Walbert

The Family and Medical Leave Act provides several rights and imposes several responsibilities on employees and employers alike. It is important to be keenly cognizant of these rights and responsibilities, as failure to do so can be extremely costly. If you have questions about your FMLA rights and/or responsibilities, don’t hesitate to contact an experienced Atlanta FMLA lawyer to get the knowledgeable answers you need.

Late last month, we looked at an 11th Circuit Court of Appeals case of a South Florida writer and producer and some of the details regarding the law of “associational discrimination.” In the context of the Americans With Disabilities Act, associational discrimination occurs when your employer discriminates against you because you are “associated” with “someone who has significant medical needs” and for whom you “may need to provide care.”

The producer’s case is noteworthy for more than just the illumination it shone on associational discrimination, however. It also serves as an important reminder about the mechanics of the procedural requirements imposed by the FMLA.

An FLSA Class Action, Collective Action, or Individual Action: Which One Makes the Most Sense for My Unpaid Overtime Claim?

February 7, 2023 | Parks, Chesin & Walbert

If your employer has denied you overtime pay that you earned, you potentially have several possible legal options. You can seek compensation individually, you can initiate a class action, or you can pursue a collective action under the Fair Labor Standards Act. Determining which avenue makes the most sense can be a complicated and nuanced legal determination, so make sure you get the advice you need from an experienced Atlanta unpaid overtime lawyer before you start.

Earlier this month, one north Georgia nurse achieved an important success in her unpaid overtime case, successfully persuading the federal district court in Atlanta to approve her collective action.

The nurse was a Gwinnett County woman who worked as a “medical management nurse” for a major insurance company. Her main duty (along with the primary duty of several colleagues with various titles) centered on performing medical necessity reviews for the employer. That entailed “reviewing medical authorization requests submitted by healthcare providers against pre-determined guidelines and criteria for insurance coverage.”

How Your Georgia Employer’s Excessive FMLA Documentation Demands Could Give Rise to a Claim of Interference

April 29, 2022 | Parks, Chesin & Walbert

Employers may engage in a variety of improper actions when it comes to your requesting, using, or returning from leave to which you are entitled under the Family and Medical Leave Act. This misconduct can range from erecting onerous and unnecessary documentation requirements to counting your FMLA leave against for purposes of punitive “occurrence-based” attendance policies, just to name two. If you’ve encountered an employer making things needlessly difficult or otherwise punishing you for seeking or using FMLA leave, that potentially counts as interference, which is against the law. An experienced FMLA interference lawyer can help you assess how best to proceed based on the facts of your situation.

That issue of FMLA interference came up once again in a recent case from the federal courts. The employee, J.P., worked at a paper mill that had an occurrence-based attendance policy.

From December 2017 to August 2018, J.P. took three periods of FMLA leave. That last period ended on August 5. On August 6, J.P. returned to work. The next day, however, an operations manager told him to leave and to return with a “medical release” from his physician. J.P. did as instructed and, as a result, the employer counted his leaving work early on August 7 as a separate and additional occurrence.

Getting Technical: How an Experienced Atlanta FLSA Attorney Can Help When Your Case Presents Procedural Issues

March 24, 2022 | Parks, Chesin & Walbert

Sometimes, some people can lull themselves into a false sense of confidence when it comes to litigating their unpaid overtime, minimum wage, improper classification, or other Fair Labor Standards Act case. They may tell themselves they don’t need an experienced Atlanta employment lawyer. They might say to themselves “I worked 40 hours each week and I only got paid $200 per week, so how hard can it be to present — and win — my minimum wage case?”

Don’t let yourself fall into this trap. Even cases that seem to have very clear-cut facts in your favor often present thorny issues of law and/or court procedure that require (or at least can benefit from) the deft touch knowledgeable legal representation will provide.

Take, for example, the FLSA case of H.T., a man who worked as a builder/installer for a South Georgia construction company. The construction company allegedly “controlled all aspects” of the builder’s work, including choosing the construction sites where the builder worked and assigning the tasks the builder completed while there. The company also set the builder’s work schedule, provided him with all the necessary materials and equipment, and controlled the amount of payment the builder received, according to H.T.’s lawsuit.

What You Can Do If You’ve Lost Your Job in Georgia Because You Spoke Out Against Someone’s Else Acts of Sexual Harassment

November 30, 2021 | Parks, Chesin & Walbert

No one should, as a worker, have to choose between their job and speaking out when they see discrimination or sexual harassment in the workplace. Too many times, though, speaking out does lead to workplace punishment. When that happens to you, it is possible that your employer has engaged in illegal retaliation, so you should get in touch with a knowledgeable Atlanta employment lawyer to learn more about the legal options that may exist for you.

P.P. alleged in her Title VII case that that was exactly what happened to her. She worked as a supervisory employee for a burger restaurant in Atlanta where the owner-franchisee was the higher ranking person and the general manager was second in command.

One day in November 2018, the supervisor allegedly saw the general manager grope a male worker, but P.P. didn’t confront the manager. When the owner learned about the incident elsewhere, she began her own investigation during which she interviewed P.P. The supervisor told the owner what she saw and offered to provide a written statement.

Georgians Who Seek Redress for Employment-Related Retaliation Must Show Appropriate Connections to Alleged Wrongdoing

May 21, 2021 | Parks, Chesin & Walbert

In an Atlanta employment retaliation case, the plaintiff must show a certain kind of connection to the defendant – and to the violation of the law that allegedly occurred – in order to move forward with his or her case. Sometimes, this is an easy and obvious step of the litigation process.

Other times, the battle is more difficult. Unless the plaintiff can make this necessary connection, his or her case is likely to fail.

Facts of the Case

In a recent federal case, the plaintiffs were family members of a woman who worked for the defendant bank during the year 2008. The woman was employed as a personal assistant to the bank’s president and CEO during that time. After she was fired, she filed a charge with the Equal Employment Opportunity Commission (EEOC), alleging that the president/CEO had sexually harassed her and then retaliated against her for complaining about the harassment. The gravamen of the plaintiffs’ complaint against the defendant bank was that it had taken adverse action against them in retaliation for the former employee’s protected conduct. (The plaintiffs had various business relationships with the defendant.)