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This treatise covers wage and hour laws in all 50 states, plus the District of Columbia and Puerto Rico, allowing practitioners to quickly find the information they need and compare laws in different states. Jurisdiction by jurisdiction, the treatise addresses: minimum wage and overtime; timing, place and manner of payment to employees; prohibitions on hours worked and mandatory leave; and much more.
Wage and Hour Laws: A State-by-State Survey, Second Edition goes beyond recitation of each state’s statutory law and provides detailed analyses of state regulations, wage orders and court cases interpreting and applying the laws. It addresses special litigation issues particular to each state, including questions on choice of forum, availability of class actions and more. This treatise covers all 50 states, plus the District of Columbia and Puerto Rico, jurisdiction by jurisdiction, and addresses such state wage and hour law issues as minimum wage and overtime; timing, place and manner of payment to employees; mandatory payments in addition to overtime; prohibitions on hours worked and mandatory leave; enforcement and remedies; special litigation issues; common law wage and hour actions (types of actions, defenses and damages); attorneys’ fees litigation; liens specific to unpaid wages; and defenses unique to state wage and hour litigation.
The 2014 Cumulative Supplement highlights the following legislative changes:
A California appellate court in Gonzalez v. Downtown LA Motors, LP recently held that an employerdoes not satisfy its California minimum wage obligation by supplementing piece-rate payments paid to technicians; the California minimum wage attaches to, and must be paid for each separate hour of work for piece‐rate employees waiting and performing non-piece-rate tasks directed by their employer. This is a significant difference from the federal law in which total remuneration for a week is usually averaged by the number of hours worked to see if complies with the minimum wage.
New York has enacted a new law regarding successor liability that imposes strict successor liability on a company for any of its predecessor’s wage violations.
In South Carolina, anyone who conscientiously objects to working on Sundays cannot be compelled to do so.
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