Currently, a major issue in the field of labor law is the enforceability of class waivers. Some employers have attempted to avoid the risk of class action employment cases by requiring their employees–as a condition of employment or continued employment–to sign a written document agreeing never to file a class action lawsuit or to serve […]

Employees often need to take leaves of absence for family and/or medical reasons, such as for the birth or adoption of a child or to obtain medical treatment or to care for a close family member. The Family and Medical Leave Act and Medical Leave Act (FMLA) allows eligible employees of covered employers to take

People realize that not everyone is alike; some people are tall, some people have blue eyes, some people are deaf. Nicholas Keith just happened to be deaf since birth. But what most people don’t realize is that that disability laws–namely, the Americans Disabilities Act (ADA) and usually equivalent state law–protect people like Nicholas who have handicaps or

On January 17, 2013, Riggan Law Firm, LLC, a St. Louis employment law firm, filed a lawsuit on behalf of its client against I.C.S. General Contracting, LLC d/b/a Reclaim Services for unpaid overtime wages. The lawsuit, filed on behalf of a former Project Manager who worked for the company, alleges that the Project Manager consistently worked more than

Historically, when settling cases involving claims for unpaid wages under the Fair Labor Standards Act (“FLSA”), employment lawyers have typically operated under the assumption that FLSA claims cannot be “privately” settled and that a settlement must be approved by the U.S. Department of Labor or a court before the settlement (and hence, the FLSA release

Many employees experience some type of unlawful discrimination in the workplace. Federal and Missouri law prevent covered employers from discriminating on the basis of age, race, national origin, gender, sex, disability, pregnancy, and religion. But what sexual orientation? Is an employee’s sexual orientation a protected category that an employer cannot consider when making personnel decisions,

Employers generally dislike employees who complain. An employer can run afoul of the law for taking adverse action against a complaining employee, when the employee makes a wage-related complaint that is protected by law. However, as illustrated by the recent case of Montgomery v. Havner, 700 F.3d 1146 (8th Cir. 2012), not all wage-related complaints

Previously, this blog reported on the class action overtime case of Rikard, et al. v. U.S. Auto Warranty, LLC (“USAP”), et al. a case being handled by Riggan Law Firm, LLC–a St. Louis overtime law firm–and Weinhaus & Potashnick. The lawsuit involves claims by a group of former sales representatives to recover unpaid overtime wages. About a year

On December 4, 2012, Riggan Law Firm, LLC, a Missouri employment law firm, filed a lawsuit on behalf of its client, William Magnah, against Eurest Services, Inc. and KIMCO Facilities Services Corp. to recover damages for the Defendants’ failure to pay overtime wages. Magnah worked for the Defendants as a Field Supervisor in 2011 and 2012. The suit