Sprint, one of the nation's largest cell phone service companies, is facing yet another lawsuit from former employees over unpaid overtime pay. Another lawsuit against the company for this same reason was just recently settled in another state. This is an employment law issue that may or may not affect Wisconsin residents, but it is certainly a good example of actions that can be taken by those who believe their employers have failed to compensate them appropriately.
Hewlett-Packard is making headlines these days, but not for anything good. A former employee filed an employment age discrimination lawsuit against the company after he was let go from his job after nearly 40 years. As he is not the first person to bring such a claim, he is seeking class action status. While this case is taking place in another state, age discrimination in the workplace is a problem seen nationwide, including in Wisconsin.
Wanting to be fully and fairly compensated for one's time on the job is not unreasonable. When an employment wage dispute does occur, though, what can the affected individual do and what relief -- if any -- may be obtained? Through legal means, Wisconsin residents may seek compensation for their losses and even seek backpay for the time that they were unfairly or inappropriately paid.
We previously began looking at employers’ duty to make religious accommodations in the workplace. As we noted, employers are obligated to provide accommodations to employees so that they may meet religious obligations. The duty to provide religious accommodations is not absolute, though. Employers are not required to commit to accommodations that would be an undue hardship for them.
Workplace discrimination is an important area for employer to carefully address, both by establishing sound policies to remain in compliance with state and federal law and to address legal liabilities should they arise. The types of a discrimination issues an employer has to address can vary depending on the demographics of the work force.
Workplace discrimination is usually a distressing occurrence for those exposed to it, particularly if the discrimination is followed up by retaliation against those who speak out or take action to stop it. One of the big questions these employees have is: how can I hold my employer accountable for allowing discrimination to occur?
In our previous post, we looked briefly at the importance of carefully approaching the negotiation of executive compensation. For employees, this is important to ensure fair compensation and appropriate job security, while for business, there is both the need to attract and retain high quality employees, and the need to balance financial limitations and manage risks.
Fair compensation is a high priority for anybody, in any profession. It is especially important for those employed in executive positions that require a high-level of expertise, time commitment, and personal responsibility. Those who are in a spot that allows them to consider employment offers for such positions understand the importance of negotiation, but may not know how to best approach to negotiating their own compensation agreements.
In our last post, we began discussing the topic of whistleblower protections. As we noted, these protections vary by statute and the scope of activity protected can vary somewhat depending on the jurisdiction.
Whistleblower protections are one of the ways government helps ensure businesses comply with state and federal laws and regulations. The protections available depend on the statute, but a general feature is that employees have protection from employer retaliation for reporting violations.