Regular W-2 employees are entitled to numerous benefits and protections under the law, including overtime pay, unemployment insurance, sick leave and, for many employers, health insurance. Employers are also subject to punitive damages for breaking many of the laws applicable to W-2 employees. But independent contractor status has its benefits too – an oftentimes higher […]
Category: Labor & Employment
After several years of stalled attempts, the Massachusetts Legislature has passed a comprehensive though largely self-defeating bill regulating the use of non-competition agreements. The bill, which was appended to a larger economic development package signed by Governor Baker on August 10, 2018, will become effective to all non-competes executed on or after October 1, 2018, and […]
Maracallo et als. v. Patriots Environmental Corp. et als. Worcester Superior Court C.A. 1585CV00554-B In this case, three closely-held asbestos abatement contractors and their common owners (the defendants) operated an employee retirement fund into which a certain percentage of prevailing wages earned by employees (our clients) was supposed to be deposited. These wages were earned […]
Remillard v. United States Office of Workers’ Compensation Programs U.S. Department of Labor, Office of Workers’ Compensation Programs Our office successfully appealed the denial of our client’s continuation of pay benefits from the United States Postal Service. Thereafter, the client was approved by the Department of Labor for a schedule award compensating him for 12% permanent impairment […]
Massachusetts Independent Contractor (IC) Advisory: Client Control May Nullify Independent Contractor Massachusetts business owners who wish to utilize independent contractors should be mindful of the amount of control exercised over these workers by clients of the business, as it is now clear that such control can be imparted to the employing unit for the purposes […]
Freehart et al. v. Charlton Welding et al. Worcester Superior Court C.A. 2013-0633-C Our office successfully moved for summary judgment in favor of the defendant (a commercial trucking company) on all of the plaintiffs’ overtime claims, worth approximately $186,000.00, after the plaintiffs were determined to be exempt from mandatory overtime pay under the state and federal motor carrier exemptions.
In an important decision for employers, the Massachusetts Commission Against Discrimination recently clarified the scope and purpose of its anti-retaliation statute, and awarded damages to an employee who was terminated for submitting an internal complaint of sexual harassment directed by one of her co-workers towards another co-worker.
The question of what deductions can be permissibly taken from employee earnings presents a legal minefield for many employers.
In Boston Scientific Corp. v. Lee, the United States District Court in Massachusetts provided several considerations that weigh against restricting an employee’s right to work for competitors solely because the terms of a confidentiality or “non-disclosure” agreement have been breached.
Employers of all sizes should understand the difference between direct and indirect claims for employment discrimination.