In May, the Department of Labor proposed a new rule that would update how overtime pay works. If the rule becomes permanent, it would be a great thing for hardworking families across the country.
Overtime is simple, right? If you work more than 40 hours a week, you get time-and-a-half for those extra hours. Employers are incentivized not to overwork their employees, employees can pick up a few hours if they need to make some extra money, and things work out for everyone. What could go wrong?
But as it turns out, there’s a large group of employees who aren’t entitled to overtime pay. Employees with annual salaries over a certain threshold, who work in managerial or professional jobs, don’t have to be paid for their extra hours. In theory, this is fine—managers and other professionals might work more hours, but if they get paid enough, it all evens out.
Imagine this scenario: you work in an environment riddled with pervasive hostility and abuse based on your sex, or your race, or both. In an effort to ameliorate the situation and preserve your job, you attempt to work out the issue internally. When those efforts offer no avail, you are forced to resign from your position and seek recourse in the courts. Read more »
Today the Supreme Court issued a major victory for civil rights in its 8-1EEOC v. Abercrombie & Fitch Stores [PDF] decision. More surprising than the favorable decision or the fact that it was nearly unanimous, is the author of the majority opinion: Justice Scalia. According to Justice Scalia and the majority of the Court, Abercrombie may have violated a job applicant’s civil rights when it rejected her application because she wore a hijab, even though her religious beliefs never came up in the interview.
The case focused on Samantha Elauf, a practicing Muslim who had applied for a sales position with Abercrombie Kids. Following an interview with the store manager, who rated her as qualified for hire, the store manager was concerned that Samantha’s head scarf might violate the store’s Look Policy, which prohibited employees from wearing “caps.” The district manager told the store manager that all headwear, religious or not, violates the store’s Look Policy, and directed the store manager to therefore not hire Samantha. Samantha filed a complaint with the Equal Employment Opportunity Commission (EEOC), and the EEOC sued Abercrombie on Samantha’s behalf for violating her religious rights under Title VII. Read more »
Today, Secretary of Labor Tom Perez announced that the Department of Labor has drafted a rule to reform overtime pay protections. Along with raising the minimum wage—which would rise to $12 an hour by 2020 under the Raise the Wage Act which was introduced in Congress last week—requiring that workers with modest salaries are compensated for all the hours they work would boost the earnings of millions of hard-working women and men and strengthen our communities and economy.
A little history: the federal Fair Labor Standards Act of 1938, in addition to setting a minimum wage, established the basic 40-hour workweek. Hourly workers and workers with salaries below a specified threshold, set by regulation, are entitled to overtime pay—at least time-and-a half their regular rate of pay—for hours in excess of 40 per week. The Act exempts more highly paid professional and managerial employees from the overtime rules. Read more »
Last week, the Supreme Court unanimously decided in Mach Mining v. EEOC that while courts can review the EEOC’s conciliation process, the scope of that review is extremely limited, in order to give the legislated deference to the agency and protect confidentiality in negotiations.
What does that mean, why is it important, and what are its implications?
What it means.
This case began when a woman filed a complaint with the EEOC alleging that Mach Mining violated Title VII by refusing to hire her as a miner based on her sex, evidenced in part because Mach Mining had never actually hired a female miner before (and did not even have a women’s bathroom on its mining premises). As required under Title VII, the EEOC first attempted to conciliate the dispute—meaning that it first attempted an informal resolution with the employer before filing a lawsuit—but, reaching no resolution, it sued the company in court. Read more »
They say a picture is worth a thousand words, but how much is that in dollars? Today is Equal Pay Day, which marks the fact that it takes women more than 15 months to earn what men make in just one year. To “celebrate” we thought we’d share with you 5 pictures that highlight the importance of achieving equal pay for women. Read more »
There is a growing movement across our nation for fair work schedules. This movement is spurred by women like Hilaria Bonilla, a single mother, who testified in a hearing on Maryland’s fair work schedules bill [PDF] about the consequences to her family of an extremely difficult work schedule. She has worked for her employer for more than a decade and earns only $11 per hour. Getting only one week’s notice of her schedule makes it extremely difficult for Ms. Bonilla to be involved in her 10 year old daughter’s school or to make doctor’s appointments for herself or her daughter. Despite having asked not to work nights, she is routinely assigned to the night shift. Ms. Bonilla testified that having more notice and more of a say in when she works would make all the difference to her ability to care for her daughter. Read more »
On Wednesday, the Supreme Court delivered an important victory for pregnant workers [PDF] when in a 6-3 ruling it revived Peggy Young’s pregnancy discrimination case against UPS and sent it back to the lower courts for further proceedings. In so ruling, the Supreme Court declined UPS’s invitation to read a key piece of the Pregnancy Discrimination Act completely out of the statute books. This decision should put employers on notice that when they exclude pregnant workers with medical needs from accommodations that they make for workers with disabilities or injuries, they do so at their legal peril. Nevertheless, the Court’s decision also requires a somewhat unpredictable and fact-intensive analysis of these sorts of pregnancy discrimination claims. As a result, individual pregnant women may still face real uncertainty as to their workplace rights, and individual employers may choose to take their chances in litigation rather than promptly providing accommodations to women who need them. Congress should act now to affirm and strengthen this decision, to ensure that no pregnant woman is forced to choose between her job and the health of her pregnancy. Read more »
In his remarks at the AFL-CIO National Summit on Raising Wages last month, Secretary Tom Perez spoke about how “[W]orkers are undercut by the abusive practice of misclassification. Let me be clear: when you improperly categorize your employees as independent contractors — stripping them of rights and benefits in the process, dodging your own tax obligations as an employer — what you're doing is committing fraud, plain and simple.”
Millions of women work in occupations that are most often misclassified, including child care and home health care. Employees who are wrongly classified as independent contractors are deprived of employment protections and entitlements, such as being paid the minimum wage, overtime pay, unemployment benefits, and employer contributions to Social Security. In addition, the government loses out on revenue from payroll taxes that employers should have paid for those workers. Read more »
Sexual harassment remains a pervasive problem in the American workplace, with one in four women reporting being harassed on the job. Yet, in 2013, in Vance v. Ball State University, a narrow 5-to-4 majority of the Supreme Court watered down workplace protections from harassment. On Wednesday, the Maryland House Committee on Health and Government Oversight considered the Fair Employment Preservation Act (HB 42, SB 527)—a bill introduced by Delegate Rosenberg and Senator Raskin that would restore the strong protections from harassment that workers need. Adaku was there to testify for NWLC in support of this important legislation. Read more »