Penalties, Class Action, Employee Rights

Washington State Sees Surge in Wage-and-Hour Class Actions

Fox Rothschild LLP on 7/16/2025

Washington employers are experiencing a significant rise in wage-and-hour class action lawsuits, a trend that has accelerated with the recent entry of several California-based law firms into the state. These firms,...more

Knowledge [Literally] Pays: Important Considerations for Massachusetts Employers

Fox Rothschild LLP on 5/28/2025

Massachusetts is one of the most employee-friendly states in the nation when it comes to wage-and-hour laws. While the federal minimum wage is only $7.25 per hour, Massachusetts currently requires most employers to pay a...more

Class Action Litigation Over Massachusetts Lie Detector Statute Surges: What Employers Need to Know

Morgan Lewis on 5/21/2025

Massachusetts employers are increasingly being targeted in a growing wave of class action litigation under the commonwealth’s longstanding law G.L. c. 149, § 19B. In relevant part, the law requires that all job applications...more

Wage Dispute Danger: What Employers Must Keep in Mind

Miles Mediation & Arbitration on 4/22/2025

In my 20+ years as a management-side employment lawyer, I used to receive calls about all kinds of workplace situations, but there is one category that still gives me nightmares. “Hi Steve. Long time, no talk. The reason I’m...more

Navigating Meal Period Compliance: Key Insights From Recent Washington Court Ruling for Employers

Ogletree, Deakins, Nash, Smoak & Stewart,... on 10/7/2024

An appellate court in Washington state recently held a hospital liable to pay employees who worked through meal period breaks for their time worked plus compensation for an additional break as a penalty, highlighting...more

Termination Pay Penalties: Easy To Incur, Impossible To Reduce?

Seyfarth Shaw LLP on 6/1/2018

Seyfarth Synopsis: Employers must pay “waiting time” penalties for willfully failing to timely pay wages due upon termination. Last week the California Court of Appeal dealt employers a double whammy: (i) mere negligence can...more