The no-hire provision prevented BeeMack, during the term of the contract and for two years after its termination, from hiring or soliciting any employee of Pittsburgh Logistics Systems, Inc.
The current regulation, adopted more than 60 years ago, includes more traditional forms of compensation in employees’ regular rate, including the perks of employment, such as paid holidays, vacations, and basic medical plans.
There are two new developments in the area of medical marijuana that employers should be aware of when addressing employee use of the same.
It’s finally here! The Department of Labor Increases Salary Threshold for White Collar Employees…Take 2March 8th, 2019
The Department of Labor released its Notice of Proposed Rulemaking (NPRM), proposing to raise the salary threshold for white collar exempt employees from $455 per week to $679 per week ($35,308 annually).
Although the myths about employee pay seem to be nearly unending, the following three myths seem to be some of the most common.
Employee pay issues differ depending on whether the employee is exempt/salaried or non-exempt/hourly. Because exempt employees must, generally speaking, be paid their full salary, the questions we receive most frequently center around non-exempt or hourly employees.
The Superior Court majority opinion essentially adopted the trial court’s ruling by holding that the no-hire provision in the underlying contract was, as a matter of public policy, void. In so holding, the Superior Court’s majority opinion referenced similar rulings from out-of-state courts.
On January 25, 2019, in the SuperShuttle DFW, Inc. case, the National Labor Relations Board (NLRB) announced its return to a traditional common-law test used to classify workers as employees or independent contractors.
Flexible contract work has reportedly increased by about 56 percent over the past ten years, with more than 16 percent of American workers performing flexible contract work as their primary source of income.
In a recent decision, the Pennsylvania Supreme Court held that an employer has an affirmative duty to protect employees’ personal and financial information that is stored electronically.