Ikea raises minimum wage for U.S. retail workers

Published: June 26, 2014

NEW YORK – Ikea’s U.S. division is raising the minimum wage for thousands of its retail workers, pegging it to the cost of living in each location instead of to local competition….

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NY Jets’ Cheerleaders Cry Foul Over $3.77 Hourly Pay

Thursday, June 05, 2014

June 5, 2014– June is the time of year when New York Jets’ Football fans are receiving their annual ticket bills for the upcoming NFL Season.  For a family of 4, looking to be close to the action, those tickets will cost, an average of, $14,000.00 per seat, not including the PSL license fees for those same 4 seats, amounting to an additional $120,000.00. Grand total $176,000.00, before you ever purchase a snack or beverage.  For those seat licenses and tickets, fans have the opportunity to sit in luxury seats that afford them the best view of the game and the best view of the Jets Flight Crew, the elite cheerleaders that earned their prestigious spots on the squad through a grueling series of elimination competitions and also earned a paltry $3.77 an hour, a recent New Jersey State Employment Lawsuit alleges.

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Don’t wait for state, increase minimum wage now

Friday, April 25, 2014

A Westbury attorney specializing in employment law is urging Long Island businesses to raise their minimum pay rates to $10.10 now, instead of waiting for the federal government to mandate that same wage increase.

Neil Greenberg of Neil Greenberg & Associates says increasing minimum pay now will create long-term benefits for the employer and the employee alike – and will also spur local economic growth, enough to outweigh whatever employer costs are associated with the hike.

“When modest wage-earners are paid more money, they spend that money,” Greenberg said. “They generally spend it in our communities.”

So local businesses will end up supporting each other, the attorney added, as higher take-home pay flows back into the local economy.

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Interesting Fact: How Your Financial Struggles Can Hurt You Even More Than You Thought

Saturday, March 02, 2013

Chances are you or a family member has been affected by the recent financial crisis.  Whether you were laid off, couldn’t find a job, or made late payments on your car bill, you shared such experiences with many other Americans. So what if you finally landed the interview of your dreams- just to be told that, although you are highly qualified for the job, your past late payments to Cadillac while you were unemployed make you an unacceptable candidate.

Over the past few years, many employers have begun to use credit checks as a way of evaluating job applicants.  As many of you probably know, credit checks were designed to predict the probability of a loan applicant defaulting on a payment, not to gauge the ability of a job candidate.  We all expect to have our credit checked when applying for a mortgage or a credit card- but a job?! This process allows an employer to obtain private financial and personal information of candidates. Of course, under the Fair Credit Reporting Act (“FCRA”), an employer needs to have the candidate’s permission before requesting the credit report.  But, this is hardly any sort of protection, because an employer can simply refuse to even consider an applicant if they say no.

Continue reading “Interesting Fact: How Your Financial Struggles Can Hurt You Even More Than You Thought”

Ask Not For Whom The Overtime Bell Tolls, For It May Now Be Tolling For Thee

Tuesday, February 23, 2010

It is probably safe to say that well paid employees who have earned prestigious employment titles and are receiving weekly salaries believe themselves NOT to be entitled to over-time pay.  Similarly, their employers feel confident that the weekly salary is all the compensation these employees are entitled to receive. That is to say that the employers have taken comfort in labeling these employees as being exempt from overtime by relying on what is commonly known as the “administrative exception.” However, as recent cases have illuminated, many employers may be in for a rude awakening, these employees may be owed substantial back overtime wages.

Most recently, on November 20, 2009 the United States Court Of Appeals For The Second Circuit decided the case of Davis v. J.P. Morgan Chase & Co.  The Davis case is a class action seeking overtime wages for a group of employees known as “underwriters.” 

  Continue reading “Ask Not For Whom The Overtime Bell Tolls, For It May Now Be Tolling For Thee”

AT&T workers sue for $1 billion in overtime pay

Monday, February 22, 2010

NEW YORK (Reuters) – AT&T Inc workers are suing the telephone operator for an estimated $1 billion in overtime payments in two class action lawsuits that say it is wrongly depriving about 5,000 employees of overtime pay.

The lawsuits say that a company-wide policy exempting first-level managers from overtime pay was a violation of federal labor laws and California state laws, according to Sanford Wittels & Heisler, the law firm filing the case.

AT&T, which employs about 290,000 people and is expected to generate $123 billion in revenue this year, declined to comment on the cases directly, but said that it complies with all federal and state wage laws.

One of the cases filed in Atlanta, in the United States District Court for the Northern District of Georgia, says first-level managers are the lowest in a seven-tier management hierarchy at AT&T and have only minimal supervisory roles.

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Neil H. Greenberg sues Anderson Cooper on behalf of seriously injured worker

Globetrotting CNN anchor Anderson Cooper is often at the scene of danger, but he allegedly overlooked a potentially deadly hazard in the Greenwich Village firehouse he’s converting into a new home.

A 29-year-old interior designer is suing Cooper and the company owned by downtown architect and residential real-estate developer Cary Tamarkin after she fell through a hole that once accommodated a fire pole.

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To Tweet or not to Tweet

Friday, November 06, 2009

Additionally, employers are increasingly monitoring their current employees’ online social networking activities in an attempt to determine which of their employees are being “naughty” and which are being “nice”.  Employer investigations have lead to numerous employees losing their jobs based on the content posted on these web sites.

Recently added to the naughty list, and terminated for their ” What’s on your mind?” posts and pictures were: an employee of the N.F.L.’s Philadelphia Eagles for calling his boss a “retard” for letting a rival franchise acquire one of the Eagles star players [1]; 13 Virgin Airlines flight attendants for criticizing the airline’s safety standards and insulting the airline’s passengers [2].; and a Supervisor for the Olive Garden who posted pictures of herself, her underage daughter, and other restaurant employees drinking beer [3].

Self – aggrandizing micro blogging on social media outlets have become a new international favorite past time. Is it reasonable for an  employee to expect privacy, and more importantly, legal protection from an employer or potential employer, for personal information, thoughts, activities and photographs, that an employee posts on the World Wide Web?

While the courts are continually challenged by the application of existing laws to new technologies, .we have yet to see right to privacy statues, or legal activities laws, interpreted and applied to content posted on the internet.  Simply stated, there may be no legal remedy or compensation for those who are financially harmed by what is characterized by the adversely affected employees as “Employer Hacking.”  So employees beware! Continue reading “To Tweet or not to Tweet”

Age Discrimination, in the News

Wednesday, October 07, 2009

Since the start of the recession in December 2007, the economy has shed 6.9 million jobs. Downsizing decisions are often made by a single manager. Prejudices will undoubtedly reveal themselves.

The most recent discrimination data from the Federal Equal Employment Opportunity Commission shows that new claims instituted by employees against employers have escalated by some 15 percent in the last year alone.  Age discrimination charges have seen the largest increase with workers filing thirty percent more discrimination charges against employers than the prior year. 

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