Call Attorney Shafran Today!
A Massachusetts federal court has awarded exotic dancers tips that they were unlawfully required to share with company managers. Under Massachusetts law it is impermissible for managers to share in tip pools. United States District Court District of Massachusetts SUMMARY: (court decision – opens in PDF) “The Consolidated Plaintiffs, Leah Saad, Deanna Gallo, Brittany Duchaine and Sanchere Kelly (‘Plaintiffs’), have filed
On June 26, 2017, in a case of first impression argued by Attorney Adam J. Shafran, the Massachusetts Supreme Judicial Court issued a unanimous 7-0 decision holding that employees who are owed unpaid wages are entitled to recover prejudgment interest at the rate of 1% a month on their unpaid wages in addition to recovering an award of mandatory treble
Do you not get paid overtime because your employer pays you a salary? One of the most common misconceptions that I come across are employees who think they are not entitled to be paid overtime because they are paid on a salary. Stated simply; salary alone is not enough to exempt you from overtime. In order for your employer to
Employers often think they are entitled to have their employees “on-call” and do not have to pay them for such time so long as the employee is not performing any work during the on-call time. This is incorrect, and Massachusetts has specific laws governing the compensation of on-call time. They are as follows: On-call Time: All on-call time is compensable
In the summer of 2014, Adam Shafran of Rudolph Friedmann and co-counsel in Boston and San Francisco filed a putative class action complaint alleging that all former and current California based distributors of Pepperidge Farm, Inc. (a/k/a Sales Development Associates) have been misclassified as independent contractors by Pepperidge Farm. The class action complaint seeks to recover damages on behalf of
In a recent class action law suit brought by employees of a security company, the Massachusetts Superior Court described the legal standard to be applied when determining whether thirty-minute meal breaks constitute compensable working time. In this case brought under the Massachusetts Wage Act, the employer Longwood Security Services Inc. (“Longwood”) maintained a company policy pursuant to which its employees/security
On November 23, 2016 Attorney Adam J. Shafran and Rudolph Friedmann LLP filed a class action lawsuit against Xtralight Manufacturing, Ltd. d/b/a Utility Metering Solutions (“UMS”) for unpaid prevailing wages, overtime wages and unreimbursed transportation expenses. On December 2, 2016, 25 additional UMS employees were added to the lawsuit as named-plaintiffs who also allege that they have not been paid
Travel time by an employee may be considered compensable work time under Massachusetts Wage and Hour Law and the Fair Labor Standards Act. Employers should be aware of exactly what travel time would be considered time worked and make sure they pay their employees according to these laws. In a class action complaint, Escorbor v. Helping Hands Co., Inc., employees
Where a collective bargaining agreement requires wage claims to be arbitrated, the agreement to arbitrate is enforceable so long as relief can be provided within the collective bargaining agreement process.
A class action may be maintained if, among other things, the court finds that the questions of law or fact common to class members predominate over any questions affecting only individual members, and that a class action is superior to other available methods for fairly and efficiently adjudicating the controversy. As a preliminary matter, it is not completely implausible for
A Massachusetts federal court has awarded exotic dancers tips that they were unlawfully required to share with company managers. Under Massachusetts law it is impermissible for managers to share in tip pools. United States District Court District of Massachusetts SUMMARY: (court decision – opens in PDF) “The Consolidated Plaintiffs, Leah Saad, Deanna Gallo, Brittany Duchaine and Sanchere Kelly (‘Plaintiffs’), have filed
On June 26, 2017, in a case of first impression argued by Attorney Adam J. Shafran, the Massachusetts Supreme Judicial Court issued a unanimous 7-0 decision holding that employees who are owed unpaid wages are entitled to recover prejudgment interest at the rate of 1% a month on their unpaid wages in addition to recovering an award of mandatory treble
Do you not get paid overtime because your employer pays you a salary? One of the most common misconceptions that I come across are employees who think they are not entitled to be paid overtime because they are paid on a salary. Stated simply; salary alone is not enough to exempt you from overtime. In order for your employer to
Employers often think they are entitled to have their employees “on-call” and do not have to pay them for such time so long as the employee is not performing any work during the on-call time. This is incorrect, and Massachusetts has specific laws governing the compensation of on-call time. They are as follows: On-call Time: All on-call time is compensable
In the summer of 2014, Adam Shafran of Rudolph Friedmann and co-counsel in Boston and San Francisco filed a putative class action complaint alleging that all former and current California based distributors of Pepperidge Farm, Inc. (a/k/a Sales Development Associates) have been misclassified as independent contractors by Pepperidge Farm. The class action complaint seeks to recover damages on behalf of
In a recent class action law suit brought by employees of a security company, the Massachusetts Superior Court described the legal standard to be applied when determining whether thirty-minute meal breaks constitute compensable working time. In this case brought under the Massachusetts Wage Act, the employer Longwood Security Services Inc. (“Longwood”) maintained a company policy pursuant to which its employees/security
On November 23, 2016 Attorney Adam J. Shafran and Rudolph Friedmann LLP filed a class action lawsuit against Xtralight Manufacturing, Ltd. d/b/a Utility Metering Solutions (“UMS”) for unpaid prevailing wages, overtime wages and unreimbursed transportation expenses. On December 2, 2016, 25 additional UMS employees were added to the lawsuit as named-plaintiffs who also allege that they have not been paid
Travel time by an employee may be considered compensable work time under Massachusetts Wage and Hour Law and the Fair Labor Standards Act. Employers should be aware of exactly what travel time would be considered time worked and make sure they pay their employees according to these laws. In a class action complaint, Escorbor v. Helping Hands Co., Inc., employees
Where a collective bargaining agreement requires wage claims to be arbitrated, the agreement to arbitrate is enforceable so long as relief can be provided within the collective bargaining agreement process.
A class action may be maintained if, among other things, the court finds that the questions of law or fact common to class members predominate over any questions affecting only individual members, and that a class action is superior to other available methods for fairly and efficiently adjudicating the controversy. As a preliminary matter, it is not completely implausible for
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Call Attorney Shafran Today!