Posts in PTO

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Massachusetts Employees Need Not Wait 90 Days to File Wage Act Claim Says 1st Circuit

July 5, 2018 by Hinshaw & Culbertson LLP

In Lawless v. Steward Health Care System, LLC, the First Circuit Court of Appeals recently considered a novel question: whether an employee suing for violation of, M.G.L. c. 149, §§ 148, 150 (the “Wage Act”), could recover under the statute despite filing her lawsuit before receiving permission from the Attorney General or waiting 90 days after notifying the Attorney General of her claims. It answered the question yes, rejecting the employer’s position that the Wage Act provided for a grace period of up to 90 days. More ›

| Email | Print | Topics: First Circuit Court of Appeals, Massachusetts, Massachusetts Wage Act, Paid Time Off, PTO, Unpaid Wages, Wages

California Adds New Notice Requirement for Domestic Violence, Sexual Assault and Stalking Victims

August 7, 2017 by Mellissa A. Schafer

Employers, another notice provision has taken effect in California. Beginning on July 1, 2017, employers with at least 25 employees must now provide written notice to new employees that explain the rights of victims of domestic violence, sexual assault, and stalking. More specifically, the required notice mandates employers notify new employees of their rights under Labor Code Sections 230 and 230.1. These sections detail the following points: More ›

| Email | Print | Topics: California, California Labor Code, Domestic Violence, Employee Handbook, Employer Policies, Interactive Process, Leave, Notice, Paid Time Off, Policies, Policy, PTO, Sexual Assault, Sick Leave, Stalking, Unpaid Leave, Workplace Policies

Massachusetts Employees Need Not Wait 90 Days to File Wage Act Claim Says 1st Circuit

California Adds New Notice Requirement for Domestic Violence, Sexual Assault and Stalking Victims

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