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Category Archives: Employment
Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws
The Shapiro Administration has reaffirmed Pennsylvania’s commitment to enforcing child performer labor laws that protect minors in film, television, and theater productions. These protections ensure fair treatment, safe working conditions, and proper trust account management for children working in the entertainment industry. What State Labor Laws Protect Child Performers? The Pennsylvania Department of Labor and Industry (“L&I”) under the guidance of Governor Shapiro is committed to ensuring that employers and managers of child…
New 2026 California Labor and Employment Laws That Residents Should Know
Overview of New 2026 California Employment Laws In the last quarter of 2025, California Governor Gavin Newsom signed several bills into law set to take effect on January 1, 2026. In addition to the California statewide minimum wage increase from $16.50 to $16.90 per hour, the package of new 2026 California laws that took effect at the onset of the included a slew of important updates on labor rights, workplace safety, and environmental…
Understanding Employee Misclassification vs Proper Classification
Understanding Employee Misclassification Businesses are required to determine whether individuals providing services are employees or independent contractors. The distinction sometimes can be confusing, and employee misclassification can have serious consequences for both workers and employers. [embed]https://youtu.be/1-ZC9G2zcG0[/embed] What’s the difference between an employee and an independent contractor? The Fair Labor Standards Act (FLSA) sets guidelines for detecting misclassification. Generally, one is an independent contractor if the worker is free from control or direction of the services involved, and if the worker is…
EEOC Sues FedEx for Sexual Harassment and Sex Discrimination
What Is the EEOC’s Sexual Harassment Lawsuit Against FedEx? The U.S. Equal Employment Opportunity Commission (“EEOC”) has announced a sexual harassment lawsuit against the Federal Express Corporation (“FedEx”) in violation of Title VII of the Civil Rights Act of 1964. According to the EEOC’s complaint, a female administrative employee at FedEx’s St. Rose, Louisiana facility was subjected to years of sexual harassment by her direct supervisor and after reporting the…
EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers
EEOC Files Disability and Age Discrimination Lawsuit Against Wendy’s On December 29, 2025, the Equal Employment Opportunities Commission (EEOC) filed a lawsuit in the U.S. District Court for the Southern District of Ohio (“S.D. Ohio”) against Wendy’s International, LLC alleging disability and age discrimination against a Columbus-Ohio based district manager, Michael Salsburg. The complaint alleges Wendy’s violated the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act…
Labor Laws and Their Influence on Employment in the US
This article explores how federal and state labor laws shape employment practices in the United States. From wage protections and worker classification to union rights and leave policies, the legal landscape significantly impacts both employers and employees. Federal Labor and Employment Laws in the US Labor and employment laws in the U.S. continue to shape the quality of life for millions of workers by establishing and enhancing bargaining rights, minimum wages, equal opportunity, and safety in the workplace. The laws are designed to…
$19.4 Million Lyft Settlement Signals Strengthened Worker Misclassification Enforcement in New Jersey
In September 2025, the New Jersey Department of Labor & Workforce Development (NJDOL) announced that rideshare mogul Lyft had submitted over $19.4 million to the state’s unemployment, temporary disability, family leave insurance trust funds, and workforce development funds after an audit found that the company had misclassified over 100,000 drivers between 2014 and 2017 as independent contractors rather than employees. By treating these workers as independent contractors, Lyft avoided required state payroll tax and benefit contributions, including unemployment compensation, temporary disability and family leave benefits. Consequently, drivers…
Why the IRS’s $20,000 Reporting Threshold Still Leaves Misclassified Workers at Risk
Why the IRS announcement Raises Concerns Over Gig Worker Misclassification The IRS Fact Sheet 2025-08 reflects the Agency’s decision maintaining the Form 1099-k reporting threshold at $20,000 and 200 transactions for 2025. While the decision reduces confusion for many online sellers and hobbyists, it creates a blind spot for many gig workers. Gig worker misclassification as independent contractors rather than employees shift tax burdens, reporting duties, and legal responsibilities on to individuals rather than employers. A higher 1099-K threshold may reduce paperwork for some taxpayers, but it also reduces transparency, allowing employment misclassification…
California Secures $10 Million Settlement Over Home-Care Worker Misclassification
Misclassification Allegations In a recent enforcement action by the California Department of Justice, the state secured a judgment of over $10 million against Care Specialist HCS Inc. (formerly TLC Home Care Services), and its previous and current owner-operators, for the alleged misclassification of hundreds of in-home care workers as independent contractors in violation of California’s labor laws and Unfair Competition Law. The 2023 lawsuit alleged that the company mislabeled these…
1099 vs W-2 for Telehealth Providers: What’s the Difference?
As telehealth companies continue to grow, many physicians and clinicians are classified as 1099 independent contractors—but under federal and state law, they may qualify as W-2 employees. Understanding the difference between these classifications is critical, as it impacts everything from overtime pay and benefits to tax obligations and legal protections. DOL’s Six Economic Reality Factors Many factors can distinguish the status of 1099 and W-2 telehealth providers. Under federal law, treating a W-2 employee as an independent contractor is considered…
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