Latest news with #FairLaborStandardsAct
Malaysian Reserve
3 days ago
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Addiction Research And Treatment, Inc., for Alleged Failure to Reimburse Employees for Business Expenses
Addiction Research And Treatment, Inc. allegedly failed to reimburse employees for business expenses, which included personal cell phone usage on behalf of Defendant. **THIS IS AN ATTORNEY ADVERTISEMENT** TULARE, Calif., July 19, 2025 /PRNewswire/ — The Sacramento employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Addiction Research And Treatment, Inc. violated the California Labor Code. The Addiction Research And Treatment, Inc. class action lawsuit, Case No. VCU321645, is currently pending in the Tulare County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Addiction Research And Treatment, Inc. allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additional allegations include Addiction Research And Treatment, Inc. failing to reimburse employees for required business expenses. California Labor Code Section 2802 expressly states that 'an employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…' During employment, Plaintiff and other California Class Members were allegedly required to use their personal cellular phones as a result of and in furtherance of their job duties. For more information about the class action lawsuit against Addiction Research And Treatment, Inc., call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020[email protected]
Malaysian Reserve
7 days ago
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Curo Pet, LLC, for Alleged Failure to Reimburse Employees for Business Expenses
The animal medical service provider, Curo Pet, LLC allegedly failed to reimburse employees for business expenses, which included personal cell phone usage on behalf of Defendant. **THIS IS AN ATTORNEY ADVERTISEMENT** SAN FRANCISCO, July 15, 2025 /PRNewswire/ — The San Francisco employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Curo Pet, LLC violated the California Labor Code. The Curo Pet, LLC class action lawsuit, Case No. CGC-25-625576, is currently pending in the San Francisco County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Curo Pet, LLC allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additional allegations include Curo Pet, LLC failing to reimburse employees for required business expenses. California Labor Code Section 2802 expressly states that 'an employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…' During employment, Plaintiff and other California Class Members were allegedly required to use their personal cellular phones as a result of and in furtherance of their job duties. For more information about the class action lawsuit against Curo Pet, LLC, call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020nick@
Malaysian Reserve
14-07-2025
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Aspen Surgery Center, LLC, for Allegedly Not Paying Employees' Minimum Wages
Aspen Surgery Center, LLC, a medicare certified multi-specialty healthcare facility, allegedly fails to pay employees for time worked off-the-clock, as a result of their time not being accurately recorded. **THIS IS AN ATTORNEY ADVERTISEMENT** CONTRA COSTA, Calif., July 14, 2025 /PRNewswire/ — The San Francisco employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Aspen Surgery Center, LLC violated the California Labor Code. The Aspen Surgery Center, LLC class action lawsuit, Case No. C25-01414, is currently pending in the Contra Costa County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Aspen Surgery Center, LLC allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additionally, according to the Complaint, Aspen Surgery Center, LLC is required to pay employees for all time worked, meaning the time during which an employee was subject to the control of an employer, including all the time the employee was permitted or suffered to permit this work. Allegedly, Defendant required these employees to work off-the-clock without paying them for all the time they were under Defendant's control. To the extent that the time worked off-the-clock does not qualify for overtime premium payment, Defendant, allegedly, failed to pay minimum wages for the time worked off-the-clock in violation of California Labor Code §§ 1194, 1197, and 1197.1 For more information about the class action lawsuit against Aspen Surgery Center, LLC, call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020[email protected]
Boston Globe
11-07-2025
- Politics
- Boston Globe
Subminimum wage to stay in place for disabled workers
The Labor Department said it made that decision because 'individuals with significant disabilities would face unemployment, underemployment, or loss of ancillary services if 14(c) options were eliminated,' referring to Section 14(c) of the 1938 Fair Labor Standards Act, which established the program legalizing subminimum-wage pay for workers with disabilities. The department also expressed concern that the executive branch does not have the legal authority to 'unilaterally and permanently' end the program. Get Starting Point A guide through the most important stories of the morning, delivered Monday through Friday. Enter Email Sign Up The question over which branch of government has the power to end the program is a long-standing one. Although Biden's first labor secretary, Marty Walsh, said congressional action is required to change the program, his successor in the Biden administration — acting labor secretary Julie Su — argued the Labor Department does have the legal authority to make changes to 14(c) programs. Advertisement As of July 1, at least 679 employers across the country were paying 35,000 workers with disabilities a subminimum wage under Section 14(c). Many of these workers have jobs in what are known as 'sheltered workshops,' facilities that segregate disabled and nondisabled workers, and may provide disabled workers with additional supervision. Advertisement The Fair Labor Standards Act allows the wages of workers with disabilities to be set according to their 'productivity.' While the federal minimum wage is $7.25 per hour, some workers with disabilities are paid as little as 25 cents per hour, a Washington Post investigation from last year found. The investigation also found that nearly a third of 14(c) employers failed to correctly pay workers. Proponents of the programs — including some parents of workers with disabilities — say that 14(c) creates opportunities for people who are unable to find work in the open job market. Critics say that jobs offered under 14(c) can be monotonous and that subminimum wages are an affront to the dignity of these workers. The federal government requires 14(c) programs to prepare workers for competitive, higher-paying employment alongside people without disabilities. However, The Post's investigation found that only 0.5 percent of workers entered vocational rehabilitation services, the main pipeline for transitioning workers with disabilities to integrated workplaces with nondisabled workers. A 2021 Government Accountability Office analysis found roughly 2 percent of disabled workers in 14(c) programs moved into competitive positions. As the Biden administration considered whether to proceed with its rule change, a number of Republican lawmakers advocated on behalf of the programs. Among them was Rep. Glenn Grothman (R-Wisconsin), who introduced legislation in December to halt the Biden administration's proposed rule. He said that facilities such as Threshold in West Bend, Wisconsin, provide meaningful employment and social connection to people whose disabilities may prevent them from finding employment in the community. Advertisement Some disabled workers in 14(c) programs have spoken positively about their jobs. Others have become vocal opponents. Liz Weintraub, a senior advocacy specialist at the Association of University Centers on Disabilities (AUCD), has cerebral palsy and previously worked in three 14(c) positions, including at a greenhouse, an office and a newspaper packaging facility. She said the jobs were 'horrible' because she had little choice in the type of work. 'When I was working in the workshops, probably 100 percent of the time I dreaded working,' Weintraub said. Although the federal government will not make changes to 14(c), states have begun to sunset subminimum-wage programs within their borders. According to a report from the GAO, 16 states have eliminated subminimum-wage employment programs as of January. States have cited reasons including equality of pay and facilitating more opportunities for workers with disabilities to integrate into jobs with nondisabled people. Caitlin Gilbert contributed to this report.
Los Angeles Times
11-07-2025
- Business
- Los Angeles Times
What to know -- and what isn't known yet -- about tax deductions for tips and overtime pay
Millions of U.S. workers who earn tips and overtime pay may be eligible for a federal tax break when they file their 2025 income taxes next year. But which workers will qualify for the new deductions is among the details the government has to work out after President Donald Trump's signature spending and policy package won final congressional approval. Under the bill Trump signed into law on July 4, the U.S. Treasury Department must publish a list by Oct. 2 of occupations that qualify for tax-free tips. The department is also expected to publish guidance on how to report tips and overtime pay, and what documentation will be required. The deduction provisions are not permanent but were written to expire after the 2028 tax year. Overtime pay isn't currently separated out on an employee's W-2 tax form, for example, but employers generally keep track of it and itemize it on employees' pay stubs, said Miguel Burgos, a certified public accountant with TurboTax. Employers should continue to withhold taxes while waiting for guidance, Burgos said. The bill doesn't apply to state and local taxes or to federal payroll taxes, which help fund Social Security and Medicare. Here's what we know about tax-free tips and overtime: The bill says eligible workers are those who already regularly received tips before December 2024. In the restaurant industry alone, there are 2.1 million tipped servers and bartenders, according to the National Restaurant Association. Barbers, hairdressers, nail technicians and delivery drivers are also expected to be included. Workers must include a Social Security number when they file their taxes to be eligible, and a spouse's Social Security number if they're married and filing jointly. Workers will be able to deduct up to $25,000 in tips if they make less than $150,000 (or $300,000 if they're married and filing jointly). The amount workers can deduct is reduced by $100 for every $1,000 they make over $150,000. The change will not affect around 40% of tipped workers since they already pay little to no income tax, according to the nonpartisan Tax Policy Center. The other 60% of tipped workers are expected to see an average tax cut of $1,800 per year. Both cash tips and credit cards are included. Tips pooled together and then distributed to a restaurant's employees are also included, although servers may be less inclined to participate in tip pooling now that they are eligible for a tax deduction. Service charges – such as an automatic gratuity for a large party – aren't included because the bill makes clear that eligible tips must be 'paid voluntarily.' The Budget Lab at Yale estimates that 8% of U.S. hourly workers and 4% of salaried workers are regularly paid overtime under the Fair Labor Standards Act, which requires overtime pay of at least time and a half once employees have worked 40 hours in a week. People working in many jobs, including clergy, teachers and executives, are exempt from federal overtime rules. Workers can deduct up to $12,500 in overtime (or up to $25,000 in a joint return). Like the tip measure, the amount workers can deduct is reduced if they make more than $150,000. And they must include a Social Security number when they file. The average worker is expected to see a tax cut of between $1,400 and $1,750 per year, according to the White House Council of Economic Advisers. According to an analysis by the nonpartisan Joint Committee on Taxation, tax-free tips would reduce federal revenue by $31 billion between the 2026 and 2029 fiscal years, while tax-free overtime would reduce federal revenue by $90 billion during the same period. Durbin writes for the Associated Press.
