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The National Law Forum - Page 517 of 753 - Legal Updates. Legislative Analysis. Litigation News.

Vote for the National Law Review to receive a Mission Main Street small business grant!

National Law Review Mission Main Street Small Business Grant Sponsored by Chase

The National Law Review is applying for a grant from Chase’s Mission Main Street program. Chase is committed to helping a small business like ours. They are awarding $3 Million to help small businesses, like the National Law Review, make it big!

We are committed to providing quality compiles timely, well-researched articles submitted to us from law reveiws, law journals, law firm newsletters, bar associations and original thought leadership.  The dynamic landscape of healthcare reform, data privacy and human resources compliance, is frustrating and time consuming for business professionals. The National Law Review streamlines news updates and research, by curating vetted experts who provide timely insight and solutions – no login needed.

We have done all these incredible things with a very small team. Imagine the great things we can do with help from a Mission Main Street Grant. Please cast your vote for us! Thank you so much for supporting the National Law Review and all small businesses!

U.S. Department of Justice’s Criminal Division Implements Procedure to Immediately Review Civil Division Qui Tam Cases

vonBriesen

Recently, the Assistant Attorney General for the Criminal Division of the U.S. Department of Justice (“DOJ”) said that the Criminal Division implemented a new procedure related to qui tam cases. Under the new procedure, the Criminal Division will immediately review qui tam cases it receives from the DOJ’s Civil Division to determine whether to open a criminal investigation into the case. If the Criminal Division opens an investigation, it will work with the Civil Division and U.S. Attorney’s Offices to coordinate parallel investigations.

The announcement can be found here.

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California Law Protects Unpaid Interns and Volunteers from Harassment and Discrimination

Jackson Lewis Law firm

California has become the third state in the country, after New York and Oregon, to ban sexual harassment and discrimination in the workplace directed toward unpaid interns.

The new law (AB 1443) extends workplace harassment and discrimination protections under the California Fair Employment and Housing Act (“FEHA”) to unpaid interns, volunteers, and individuals in apprenticeship training programs. It will go into effect January 1, 2015.

The new law amends current law (Government Code section 12940(c) and (j)) to make it an unlawful employment practice to discriminate against or to harass an unpaid intern or volunteer on the basis of any legally protected classification unless an exception applies, such as a bona fide occupational qualification.

The following classifications are protected in California: race, religious creed, religious observance, color, age, sex, sexual orientation, gender identity, gender expression, national origin, ancestry, marital status, medical condition as defined by applicable state law, disability, genetic information, military service, military and veteran status, pregnancy, childbirth and related medical conditions. Employers should consider reviewing their policies for compliance with the recent changes in California law.

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Wage Deductions in West Virginia

Steptoe Johnson PLLC Law Firm

Most West Virginia employers must comply with two wage and hour laws: the federal Fair Labor Standards Act (“FLSA”) and the West Virginia Wage Payment and Collection Act (“WPCA”).  Both laws restrict the ability of employers to make deductions from employees’ wages.

The FLSA

When an employer makes impermissible deductions from an exempt employee’s pay, the employer risks losing the exemption from the FLSA’s overtime requirement.  Generally, to be exempt, the employee must perform certain exempt duties and must be paid at least $455 per week on a salary basis.  A salary is a predetermined, fixed amount of compensation that does not fluctuate because of changes in the amount of hours worked from week to week.  The general rule is that employers must pay exempt employees the full salary amount for any week in which the employee performs any work regardless of the number of hours worked.

However, there are some exceptions that allow for an employer to make deductions:

  1. If the employee is absent from work for one full day or more because of personal reasons other than sickness or disability;

  2. For absences caused by sickness or disability if the deduction is made in accordance with a bona fide plan that provides compensation for the lost time;

  3. As penalties for violating safety rules of major significance;

  4. For unpaid, disciplinary suspension; and,

  5. To offset amounts an employee receives as a jury or witness fee, or for military pay.

  6. Employers are also permitted to make deductions from an employee’s paid time off as long as the employee receives his or her standard weekly salary.  If the employee performs no work in a given workweek, then the FLSA does not require that the exempt employee be paid for that week.  Similarly, an employer is not required to pay the full salary in the first and last weeks of employment or when the employee takes unpaid leave under the Family and Medical Leave Act.

The FLSA also contains a provision that allows employers to correct an impermissible deduction and thereby preserve the exempt status of the employee.  To take advantage of this “window of correction,” the employer must have a policy that is clearly communicated to employees that prohibits improper deductions.  The policy should be in writing and must provide a mechanism by which employees can file complaints.  Once a violation is found, the employer must reimburse the employee and make a good faith commitment to comply in the future.

The WPCA

The WPCA limits an employer’s ability to make deductions from an employee’s wages after the wages have been earned, unless the employer and employee have completed a statutorily-required authorization.  This includes situations where the employee owes the employer a debt, such as when the employee has charged a purchase to an employee account.  Unlike the FLSA, the WPCA restrictions apply to both salary and hourly employees.

An authorization is not required if the deduction is for union or club dues, pension plans, payroll savings plans, credit unions, charities, hospitalization and medical insurance.  In addition, deductions without an authorization are permitted when the deduction is for “an amount required by law to be withheld.”  This exception is very narrow.  Wages that must be garnished pursuant to a court order, such as child support obligations, would meet the exception.

If the deduction is for any reason other than those listed above, then the employer must use a wage assignment form.  The West Virginia Division of Labor has posted a sample form on its website, and employers should use this form.  The assignment cannot exceed one year.  It must be signed by the employer, acknowledged by the employee, and notarized.  It must also specify the total amount due and collectible by virtue of the assignment and state that three fourths of the employee’s periodical wages are exempt from the assignment.

© Steptoe & Johnson PLLC. All Rights Reserved.

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New Jersey Employers: $8.38 Minimum Wage Effective January 1

Giordano Halleran Ciesla Logo

As you may remember, in November 2013, voters approved an amendment to the New Jersey Constitution increasing the state minimum wage to $8.25.  The amendment also created annual cost of living increases, tied to the Consumer Price Index, to be added to the minimum wage each year.  The increases are calculated each September and take effect on the following January.  Therefore, effective January 1, 2015, New Jersey minimum wage will rise from $8.25 to $8.38.  Employers must ensure that all work performed by employees on and after January 1, 2015 is compensated at the increased rate.  Employers should be especially mindful of this change if January 1 falls in the middle of a pay period.

© 2014 Giordano, Halleran & Ciesla, P.C. All Rights Reserved

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Boyz In the Agrihood: Planned Communities Trade Golf Courses for Working Farms in North Carolina

Womble Carlyle Law firm

I don’t play golf.  I like golf, I’ll go out and hit around with friends or colleagues, but I don’t “play golf”.  To me, playing golf means 18 holes on a weekend, maybe 36, and perhaps a round or two during the week.  No, I don’t play golf.

And I don’t think I’m alone in my generation.  Thus, we don’t see much development anymore around golf courses, even here in North Carolina — home of famed Pinehurst and beautiful Quail Hollow. Sure, it happens, but not nearly as often as it did in the 80s, 90s and even early 2000s.

So, what takes the place of that planned living community “working” greenspace, formerly ruled by gold courses and tennis courts and pools?

Nationally, a growing number of “agrihoods” are popping up, residential developments where a working farm is the central feature.  In northern Durham County, just next to Raleigh, a group of real estate developers are seeking to build a 230-acre subdivision with 140 single family homes and featuring a 15-acre fruit and vegetable farm.  According to conceptions, weekly deliveries of produce from the farm would be included in HOA dues for Wetrock Farm, and the farm will be professionally managed.  Raleigh already has its City Farm, as do other up and coming cities in America, so this new conception of planned living appears to strive to capture what’s next for the homeowning American.  It’s mutually beneficial, as well, both to developer and purchaser:  “‘As a developer it’s been humbling that such a simple thing and such an inexpensive thing [like the farm] is the moved loved amenity,’ said Brent Herrington, who oversaw the building of Kukui’lua [community development in Kauai, Hawaii] for the developer DMB Associates.”

There are sure to be land use planning and operational challenges, of course, and we’ll be curious to identify and solve those issues.

Land Use Litigatior

“Restrictive covenants include no asphalt walkways, no garish house colors, and extra carrots.”

Copyright © 2014 Womble Carlyle Sandridge & Rice, PLLC. All Rights Reserved.
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Vote for the National Law Review to receive a small business grant!

National Law Review Mission Main Street Small Business Grant Sponsored by Chase

The National Law Review is applying for a grant from Chase’s Mission Main Street program. Chase is committed to helping a small business like ours. They are awarding $3 Million to help small businesses, like the National Law Review, make it big!

We are committed to providing quality compiles timely, well-researched articles submitted to us from law reveiws, law journals, law firm newsletters, bar associations and original thought leadership.  The dynamic landscape of healthcare reform, data privacy and human resources compliance, is frustrating and time consuming for business professionals. The National Law Review streamlines news updates and research, by curating vetted experts who provide timely insight and solutions – no login needed.

We have done all these incredible things with a very small team. Imagine the great things we can do with help from a Mission Main Street Grant. Please cast your vote for us! Thank you so much for supporting the National Law Review and all small businesses!

Only two more weeks until the Retail Law 2014 Conference – October 15-17, 2014, Charlotte, NC

The National Law Review is pleased to bring you information about the upcoming Retail Law Conference:

Retail Law 2014: At the Intersection of Technology and Retail Law
Retail Law 2014: At the Intersection of Technology and Retail Law

Register Today!

When

October 15-17, 2014

Where

Charlotte, NC

The 2014 Retail Law Conference takes place October 15-17 in Charlotte, NC. This year’s program is stronger than ever with relevant, compelling and interactive sessions focused on the legal issues affecting retailers. In partnership with the Retail Litigation Center (RLC), RILA will host legal counsel from leaders in the retail industry for the fifth annual event.

This year’s Retail Law Conference will feature issues at the intersection of technology and law, how the two spaces interact and the impact that they have on retailers. Topics will likely include:

  • Anatomy of a Data Breach: Prevention & Response
  • Privacy: Understanding New Technologies & Data Collection
  • Advertising Practices: Enforcement & Social Media
  • ADA Implications for New Technologies
  • Legal Implications for Future Payment Technologies
  • Policies & Procedures of The “Omnichannel” Age
  • Patent Litigation “Heat Maps”
  • Union Organizing Campaigns
  • Wage & Hour Litigation
  • EEOC Enforcement
  • Foreign Corrupt Practices Act
  • Corporate Governance & Disclosure
  • Election 2014
  • Dueling Views of The U.S. Supreme Court
  • Legal Ethics

The Retail Law Conference is open to executives from retail and consumer goods product manufacturing companies. All others, such as law firms and service providres, must sponsor in order to attend, and can do so by contacting Tripp Taylor at tripp.taylor@rila.org.

Where do Social Security Payments Made by Undocumented Workers Go?

Greenberg Traurig Law firm

Many employers are familiar with the following scenario: You hire someone, put them on payroll and deduct taxes from their checks automatically – just like you do with all employees. You then find out through an audit by U.S. Immigration Customs and Enforcement (ICE) or by the employee coming clean that he or she is using a fake social security number. You consequently terminate employment on the grounds that they violated the company’s “honesty policy” or simply because he or she is not authorized to work in the United States. So what does Social Security do with the payments that the employee has made?

According to the Social Security Administration (SSA) unauthorized workers are paying an estimated $13 billion per year in social security taxes and are receiving about $1 billion in return. During an interview, Stephen Goss, the chief actuary of the SSA, estimated that there are approximately 11 million undocumented people in the United States and about 7 million of these people are working illegally. Further, out of these 7 million undocumented workers, approximately 3.1 million people are using fake or expired social security numbers. Goss noted that undocumented workers have paid around $100 billion in social security taxes over the last decade, which the SSA has treated as a positive cash flow without a home. Goss indicated that the $100 billion in unclaimed social security created by undocumented workers has been a key factor in allowing the SSA “to be paying benefits for as long as it now can.”

So, and in answering the headline question, the SSA puts all of these “homeless” contributions into the Social Security Trust Fund for Old-Age and Survivors Insurance (OSAI). This fund is used to ultimately pay out social security benefits to U.S. workers and retirees.

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New Ridesharing Legislation in California and Oregon Highlights Insurance Uncertainty in Emerging Industries

Proskauer Law firm

Managing a company’s exposure to new types of risks is often a complicated endeavor.  We’ve previously reported on the uncertainty that can arise when existing coverage models are applied to a new risk—such as losses arising from data breaches and other cyber-attacks.  Applying existing coverage models to emerging industries presents similar challenges.  These challenges were highlighted recently in the years-long dispute over insurance of ridesharing companies, like Lyft and Uber, which recently reached some degree of closure in California with the enactment of new insurance legislation for these companies.

Ridesharing companies have arisen in the past few years as an alternative to traditional forms of transportation, such as taxis.  These companies neither employ the drivers nor own the cars used for transportation; they essentially serve as an online “middleman” connecting passengers with freelance drivers for hire and expressly disavow that they provide any sort of “transportation services.”  This new business model—blurring the lines between traditional services and social media—presented many questions as to liability and, consequently, risk management.  These questions were brought to the fore earlier this year, when the family of a six year old girl killed by a ridesharing driver sued the ridesharing company.  The company disclaimed liability on the basis that it is not responsible for the acts of its drivers, especially when the drivers do not have ridesharing passengers or are not en route to pick up one.

Many ridesharing drivers have relied primarily on their personal automobile policies, eschewing business coverage altogether, reportedlyat the recommendation of the ridesharing companies themselves.  While ridesharing companies have carried excess insurance policies to cover ridesharing accidents, the insurance industry took the position that these policies did not cover such accidents because there was no primary coverage.  In other words, because the only “primary” insurance policies were personal use automobile policies that did not cover commercial livery use, the excess insurance could not be triggered.

On September 17, 2014, California AB-2293 was enacted to address this uncertainty of coverage.  The statute was the result of discussions between legislators, ridesharing companies, insurers, and traditional taxi companies.  It requires ridesharing companies in the state to provide $100,000 in coverage for their drivers that takes effect the moment a driver connects to the ridesharing company’s dispatch software and increases to $1 million once the driver agrees to pick up a passenger.  It also states that a personal automobile insurer does not have the duty to defend or indemnify claims arising out of ridesharing, unless the policy expressly provides such coverage, and it requires ridesharing companies to disclose this fact to their drivers.

Whether other states will follow California’s lead remains to be seen.  Legislation addressing ridesharing has been introduced across the country, and as one Pennsylvania state legislator observed, “By far the biggest issue is insurance.”  In other states, regulators are addressing the possible insurance gap.  Just days after California’s new statute was enacted, Oregon’s State Insurance Division issued a consumer advisory, warning of the potential unavailability of insurance coverage under personal insurance policies for ridesharing and other services provided in the peer-to-peer marketplace.

As Oregon Insurance Commissioner Laura Cali observed in connection with ridesharing, “When a new industry emerges, it often creates unique insurance situations.”  New industries may exist under insurance uncertainty for years or decades before legislation, regulation, or litigation clarifies the issue.  It is therefore critical when expanding into a nascent industry to consider how the risks of that industry may be managed, under either new or existing types of insurance coverage.

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