News

Faruqi & Faruqi attorney Taylor J Crabil was recently cited in a law360 article titled "5 Things To Know About Retaliation In Employment Law," by Jon Steingart.  "The anti-retaliation provisions in employment laws are actually critical to furthering the purpose ofthe laws," he said. The provisions help workers raise concerns that an employer isn't providing […]

In June 2023, the National Labor Relations Board (the “Board”) issued a decision clarifying the test used to determine whether a worker is an employee under the National Labor Relations Act (“NLRA”) or an independent contractor.  The decision is significant because the NLRA provides employees (not independent contractors) with important protections, including forbidding employers from […]

On August 25, 2023, the U.S. Court of Appeals for the Second Circuit held that whether an employer knows an employee is not being paid is irrelevant to liability under the Fair Labor Standards Act (“FLSA”) in Perry v. City of New York. Rejecting the City of New York’s argument that they cannot be held […]

On August 25, 2023, the Second Circuit upheld a $17,780,063 jury verdict in favor of 2,519 EMTs and paramedics who sued the City of New York for overtime, alleging that the City required them to perform work before and after their shifts without compensation.   Before clocking in and responding to calls, EMTs and paramedics […]

Customer service representatives may be entitled to compensation for time spent logging into and out of computer programs and apps before their shifts.  For example, a recent lawsuit against Wayfair alleges that its customer service representatives (“CSRs”) spend an average of 10-15 minutes before each shift: “turning on and logging into…computers; connecting to [Wayfair’s] virtual […]

New York State appears poised to enact a law banning non-compete agreements.  Specifically, on June 20, 2023, the New York Assembly passed a bill that would amend the New York Labor Law (“NYLL”) to add section 191-d, prohibiting non-compete agreements and authorizing covered individuals to bring civil actions against those who allegedly violated such prohibition. […]

Starting on July 12, 2023, over 60,000 food delivery workers employed by apps such as Uber Eats, DoorDash, and Grubhub in New York City must be paid at least $17.96 per hour, not including tips.  As of April 2025, the mandatory hourly pay will increase to $19.96 per hour.  New York City will allow the […]

On May 26, 2023, Mayor Eric Adams signed a bill into law expanding the list of characteristics that are protected under New York City’s discrimination laws to include a person’s weight and height.  Weight and height now join 27 other characteristics including, race, gender, age, religion, gender identity, sexual orientation, disability, national origin, marital status, […]

Judge Brantley Starr of the U.S. District Court for the Northern District of Texas has issued a standing order requiring attorneys to include in all filings a certificate attesting either that (a) no portion of the filing was drafted by artificial intelligence (i.e., ChatGPT), or (b) that any language drafted by artificial intelligence was checked […]

Morales Posada, an au-pair who worked through Cultural Care, Inc. initiated a lawsuit alleging that Cultural care is liable, as an employer of au-pairs, for failing to pay minimum wages and overtime pay under New York State law. Posada also alleges that Cultural Care failed to provide au-pairs with proper wage statements and failed to […]

On May 1, 2023, the Justices of the U.S. Supreme Court granted a petition for a writ of certiorari filed by a former UBS Securities LLC (“UBS” or the “Company”) researcher, Trevor Murray.  As such, the Supreme Court will soon hear argument in the whistleblower retaliation lawsuit filed by Murray against UBS, Murray v. UBS […]

On April 18, 2023, the Supreme Court heard oral arguments in Groff v. DeJoy, a case involving (1) whether an employer can deny an employee a religious accommodation if the accommodation imposes “more than a de minimis cost” on the employer, and (2) whether an employer can demonstrate “undue hardship on the conduct of the […]