Terminating an employee is never easy, even when it is an employer's only reasonable option. Making matters more complicated is the fact that a fired employee has many avenues on social media to make negative comments about his or her former employer. Employers are justifiably concerned about damage to its brand. The question becomes, how far can or should an employer go to protect its reputation online?
Several weeks ago in this Greenbelt Employment Law Blog, we discussed a class action wage theft lawsuit that had been filed by exotic dancers in West Virginia who accused their employer of illegally taking a portion of their tips. This case has now been complicated as the employer, a club, has asked a judge to dismiss the case due to stipulations in the employment contract that the dancers signed.
Wage theft is a significant issue in the Metro Washington, D.C., area. "Wage theft" refers to employers failing to pay employees legal wages. This occurs when employers neglect to pay overtime properly, pay workers less than minimum wage or misclassify workers as exempt from certain wage rights, for example. Wage laws can be quite complicated as wages are governed by both the federal Fair Labor Standards Act as well as local state wage payment laws.
As the election approaches, many people here in Greenbelt, Maryland, may be wondering about the role of politics in the workplace. Recently, there have been several reports of major employers telling their employees how they prefer them to vote. The legal implications of these political solicitations in the workplace are very complex, but in general it is wise to remain inclusive and tolerant at work and avoid hot-button political discussions.
A Maryland cardiologist, who is dealing with a high-profile case about questionable stent procedures, will not be able to sue his employer for defamation, a Baltimore County judge ruled Monday.