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A Case of Mistaken Identity

The use of independent contractors has become an increasingly common business practice. It affords a business the benefit of workers with specialized expertise, while eliminating administrative burdens typically associated with an employee/employer relationship, such as minimum wage and overtime obligations, payroll taxes, employee benefits, Worker’s Compensation premiums, and the like. However, misclassifying a bona fide employee as an independent contractor – either intentionally or inadvertently – can result in serious consequences, including enforcement actions and liability for back wages, back taxes, and other fines and penalties. Read More…    

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Young v. UPS, the Pregnancy Discrimination Case To Watch

Pregnancy Discrimination and issues concerning reasonable accommodations for pregnant workers is a key topic among employers lately given that several cities and states have recently passed laws requiring employers to provide reasonable accommodations for pregnant workers, even if their pregnancy does not rise to the level of being a disability under state and/or federal law.1 In addition, the Equal Employment Opportunity Commission released new “Enforcement Guidance on Pregnancy Discrimination and Related Issues” on July 14, 2014.

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Supreme Court Decides Who’s The Boss

On Monday June 24, 2013, the U.S. Supreme Court finally decided the definition of a “supervisor” for purposes of determining an employer’s strict liability for hostile work environment claims under Title VII of the Civil Rights Act of 1964.   …

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