On July 23, 2013, Riggan Law Firm, LLC, a St. Louis employment law firm, filed a lawsuit on behalf of its clients against Fifth Third Bank to recover damages for Fifth Third Bank’s failure to pay overtime wages. The plaintiffs in the case previously worked for Fifth Third Bank as mortgage loan officers. The lawsuit alleges that […]

In an on-line article in the St. Louis Post-Dispatch on July 30, 2013, Russ Riggan, an attorney with Riggan Law Firm, LLC in St. Louis, was quoted on issues relating to obesity and its role in unlawful disability discrimination. To read a copy of the article, click here. Obesity is a serious problem for many U.S. workers. Sometimes, obesity

In a recent trial court decision, Riggan Law Firm, LLC, a St. Louis employment law firm, working in connection with Kuhlmann LLC, obtained a judgment against an employer/defendant in the amount of $303,110.91. The case involved claims brought by the Firm’s client, Tracey Evans, against her former employer, Anthony’s Maintenance, LLC for sexual harassment and unlawful retaliation.

On April 16, 2013, the Court of Appeals for the Eastern District of Missouri issued a decision in favor of a taxicab driver in the disability discrimination case of State of Missouri v. Gateway Taxi Management Company d/b/a Laclede Cab Company. The case alleged that Laclede Cab unlawfully discriminated against Anatoly Sir based upon his disability

On May 7, 2013, United States House of Representative Hank Johnson (D-GA) introduced the Arbitration Fairness Act of 2013 (Senator Al Franken (D-MN) also introduced an identical version of the bill in the United States Senate). If enacted into law, the bill would ban pre-dispute forced arbitration of employment, consumer, antitrust, and civil rights claims.

On May 8, 2013, the United States House of Representatives passed the Working Families Flexibility Act. The Act – if enacted into law – would amend the Fair Labor Standards Act to allow private-sector employees to choose paid time off (i.e., “comp time”) in lieu of receiving time-and-a-half pay for overtime. Under existing federal law (passed

On April 9, 2013, the Missouri Supreme Court issued its decision in Badahman v. Catering St. Louis, et al. In that case, Catering St. Louis (CSL) hired the plaintiff, Sarah Badahman, as a recruiter in 2008 at an annual salary of $45,000. Her job duties required her to attend job fairs, catering events, and have reliable transportation.

The federal Fair Labor Standards Act (FLSA) establishes minimum wage and overtime standards for covered employers and employees. Specifically, the FLSA establishes a federal minimum wage (currently $7.30 per hour) and requires that employees be paid one-and-one-half times their regular hourly rate for hours worked over forty per workweek. The FLSA does not, however, regulate claims that

Sometimes, employees that experience the same violation or issue with an employer band together and file a class action against an employer. In order for a “class” to be certified, it must meet the requirements of Rule 23 of the Federal Rules of Civil Procedure. However, employers that are prone to such actions often require employees