You may not go through life with the idea that you will one day be a whistleblower. However, depending on the circumstances of your employment and what happens around you, you could find yourself in this position at some point.
With 2017 fast disappearing and the New Year close at hand, we submit at Shepherd, Finkelman, Miller & Shah, LLP, that it might to timely to make a few year-end points regarding the realm of employment law.
On Monday, November 20, 2017, the New Jersey Supreme Court denied a petition for certification filed by Best Buy Co. Inc. ("Best Buy") to review a state appellate panel decision regarding a former employee's age discrimination lawsuit on the grounds that the ex-worker, Kevin Dugan ("Dugan"), never explicitly agreed to a policy that such disputes be arbitrated.
On Tuesday, November 14, 2017, Alameda Superior Court Judge Brad Seligman gave preliminary approval to a proposed $1.95 million settlement to resolve a class action against Moët Hennessey USA ("Moët") and Strategic Experiential Group ("SEG") (collectively, the "Defendants") over alleged employee misclassification.
The reasons why an employer in Connecticut or elsewhere might want to classify a worker as an independent contractor are precisely the same reasons why many workers want to avoid the tag and be termed as regular employees.
On Wednesday, November 1, 2017, a class of employees led by Thomas Bitner (collectively, the "Plaintiffs") asked the Honorable William M. Conley, of the U.S. District Court for the Western District of Wisconsin, to approve a $1.5 million settlement for claims that Wyndham Vacation Resorts Inc. ("Defendant" or the "Employer") had a policy of requiring employees to perform work off the clock, in violation of the Fair Labor Standards Act ("FLSA").
As employees, we all want decent pay, attractive promotion opportunities, connection with a respected employer and strong company benefits.
We duly note at the proven Connecticut business law firm of Shepherd, Finkelman, Miller & Shah, LLP, in Middlesex, that many of our attorneys began their careers in the labor-law field and "are experienced with the full gamut of labor and employment matters."
If you're a Connecticut employer poised to respond to the results of a would-be employee's background check that reveals a past criminal conviction, there's no problem in simply stamping a "reject" rejoinder on his or her job application, right?
Despite the fact that there are many federal and state laws to protect against employment discrimination, this remains a big problem throughout the country.