Do You Have A Firm With A Shock Loss? We Have E&S Options! #Lawyers #Attorneys #LawyersProfessionalLiability #LawyersMalpracticeInsurance #LawyersInsurance https://ow.ly/uI9h50Qwum5
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In our latest case study, we sat down with Robert Weeden, Principal Partner at Express Solicitors, to discuss the case of an HGV driver who was injured while at work and was forced to change career. He shares the background of the accident, highlights the importance of understanding your employee rights, and explores the role of interim payments in aiding rehabilitation. #Law #CaseStudy https://lnkd.in/eequvJb5
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Courts analyzing FLSA misclassification claims have expected employers to have an understanding of their exempt employees’ actual job duties. The Fourth Circuit recently upheld an award of liquidated damages under the FLSA because the evidence showed that "defendants had only an ‘aspirational’ and not a ‘concrete’ sense of what their sales representatives did.” Job duties of exempt employees can evolve over time. Employers should periodically review their worker classifications. #FLSA #wagesandsalaries #transportation #logisticsmanagement
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Ever heard the myths about 'No Win No Fee' in employment law? Ambulance chasers, money-grabbing tales – let's debunk them together! At Sacked Kiwi, we're on a mission to make justice accessible without the hefty price tag. Join the conversation and read our article here: https://lnkd.in/gRstsFgq #NoWinNoFee #EmploymentLawMyths
The No Win No Fee Myth - Sacked Kiwi
https://sackedkiwi.co.nz
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We are currently seeing an increase in Employment Tribunal cases involving reasonable adjustments, but what are they and what do businesses need to do to avoid a case themselves? In the case of Withers v Halfords, it was found that reasonable adjustments were not put into place despite being recommended. The claimant was awarded nearly £25,000 in compensation due to the seriousness of the treatment of the claimant. We always say to our clients that these situations can easily be avoided with the right advice and medical expert opinion. Employers may think their comments or actions are innocent, but they can cause things to escalate quickly and can cost them dearly. The scary thing is that most say to us that it will "never happen to their business" we've sadly seen it happen to too many, some businesses didn't survive. That is how much of an impact these cases can have. If you need support with any HR issues contact Natalie or Faye on 01327 640070 or email [email protected]. #employmentlaw #tribunal #business #smallbusiness
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Protecting railroad workers' rights and seeking justice through the Federal Employment Liability Act (FELA) is a national law that ensures compensation for those injured or killed while working on railroads involved in interstate commerce. Don't underestimate your rights. Click below to learn more. 🔗 https://lnkd.in/gXsBsASi #stevefoleylawfirm #newyorklawyer #personalinjurylawyer #freeconsultation #buffalonylawyers #syracusenylawyers #rochesternylawyers #albanynylawyers #attorneystevefoley #stevefoleylaw #trustedattorney #newyorklaw #lawyersofinstagram #lawyers #attorneys #attorneyatlaw #blogger
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Employment Law Partner, Workplace Counselor and Crisis Navigator, Wage Hour and Class Action Defense Leader, Pay Equity Advisor and Enthusiast
If you employ people in the State of California, I can almost guarantee you missed this update for your wage theft notices as of January 1. Check out this piece I did with my colleague Kristina Launey for how you need to add in info about #emergency declarations. #covid19legalupdate #wagetheft #legislativeupdate #employmentlaw #teamseyfarth
Every Who Must Update Their Wage Theft Notice For January | California Peculiarities Employment Law Blog
https://www.calpeculiarities.com
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**Harassment Claims - Update** What happens when a harasser transfers under TUPE, but the alleged victim (Claimant) does not transfer and is not employed at the point of the transfer? This was a matter addressed by the EAT in Moore v Sean Pong Tyres. The Claimant resigned and raised claims for constructive dismissal and harassment against the Respondent. After the Claimant resigned, the harassing employee transferred to a new employer under TUPE and the Respondent wanted to add the new employer as an extra Respondent whilst defending the claim. The Respondent tried to argue that liability for the harassing employee’s conduct should transfer to the new employer, even though the Claimant himself had not transferred. Both the Employment Tribunal and the Employment Appeal Tribunal found that responsibility did not transfer Naturally, if an an employee does not transfer under TUPE, then neither do their rights and responsibilities towards them. Not necessarily a surprising decision, but one that perhaps reinforces and provides comfort to those who may find themselves in similar situations. @weightmans #hrrely #employment #legalupdate
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👮♂️ New wage theft laws drop on 1 January 2025 and the penalties for deliberate underpayment of wages will be extreme (up to 10 years in prison) for CEOs, Finance Managers, HR, Board members or others involved in deliberate wage theft. My article in HR Leader today! #wagetheft #underpayment #wages #audit #penalty #Dentons
CEOs in the same category as paedophiles for intentional wage theft
hrleader.com.au
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It has been announced that the Labor Government intends to criminalise 'wage theft' nationally. Under the proposed legislation: - There will be a maximum possible penalty of 10 years imprisonment and maximum fines of up to $7.8 million, or three times the amount that was underpaid if that amount exceeds the maximum fine; - Criminal penalties won’t apply to employers who make honest mistakes; - Pathways will be available for employers who self-report and take reasonable steps to repay correctly; - The Fair Work Ombudsman will be responsible for investigating new offences and would also have the discretion not to pursue criminal proceedings if the business enters into a cooperation agreement. Enforceable Undertakings for civil breaches will continue to be available where appropriate; and - The Fair Work Act will have increased maximum penalties available for civil breaches of underpayment-related provisions. Read more here: https://lnkd.in/g_ruiuMh #wages #payrollcompliance
Albanese Labor Government to criminalise wage theft
ministers.dewr.gov.au
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