Total Articles: 3
3d Cir. Agrees With “Terrible” FLSA Decision
In Pitts v. Terrible Herbst, Inc., the 9th Circuit held that an offer of judgment made by an employer to an employee-plaintiff in an FLSA case will not moot the case where the Court has not yet ruled on certification. As a practical matter, what this ruling meant was that the plaintiff—who alleged that he was owed less than $100—could continue to litigate his collective-action claim, despite having rejected an offer of judgment in the amount of $9,000. In other words, employers who are sued for unpaid wages can do nothing to prevent being targeted by a class-action lawsuit.
Could Your PERSONAL Assets Be In The FLSA Crosshairs?
Latest reports suggest that the already-anemic economy has stalled in recent months. And the hard times seem to be fueling a continued wave of lawsuits by current and former employees over issues like minimum wages and overtime. A number of these lawsuits seek to hold certain individuals personally responsible for claims for unpaid wages under the federal Fair Labor Standards Act.
Executives Of Bankrupt Company Personally Liable For Employee Wages.
State and federal employment law is complicated and compliance can be tricky. Your company can be hit with expensive lawsuits. But what about you, personally? If the company violates the law, can you be held financially accountable? Yes, sometimes. A recent Ninth Circuit Court of Appeals case titled Boucher v. Shaw illustrates how certain company managers may be held personally liable for violations of federal wage and hour law.
