Emloyment Law Group - Law Firms - Whistleblower Lawyers
Live Chat Contact Us 24/7 Email US
Contact Us: Live Chat, Call, Email Chat email



Use of this form does not establish an attorney-client relationship. As a next
step, you will hear from a client specialist.



Our Clients in Their
Own Words
Play Video: Whistleblower Attorney Testimonials | Wendell Carter
Previous Video
Next Video
THE EMPLOYMENT LAW GROUP®

Toll Free: 1-888-826-5260
Fax: 202-261-2835

inquiry@employmentlawgroup.com

Employment Law Group Addresses
The Employment Law Group,PC. BBB Business Review

Article Summary

Based on oral arguments in Integrity Staffing Solutions Inc. v. Busk, a majority of U.S. Supreme Court justices seemed to agree that employers need not pay workers for time spent standing in line for mandatory anti-theft screenings conducted at the end of a shift.

This article by TELG managing principal R. Scott Oswald and TELG principal & general counsel Nicholas Woodfield was published by Law360 on October 9, 2014. The full article is . (Site requires paid subscription.)

Excerpted from:

Workplace Tasks On Trial In Integrity Staffing Arguments

In oral arguments on Oct. 8 before the U.S. Supreme Court, Amazon.com warehouse workers faced skepticism for their plea to be paid for devoting almost a half-hour each day to anti-theft searches before being allowed to leave the workplace.

While some of the justices, led by Justice Elena Kagan, were receptive to the employees’ contention that such a requirement must be compensated under the Fair Labor Standards Act, more seemed ready to accept the notion that, because the searches happen as workers exit the warehouse, they fit an FLSA carveout for “postliminary” activity created by the 1947 Portal-to-Portal Act.

greybar
blueline
facebook logo twitter logo google plus logo
Home  |  What We Do  |  Our Team  |  Our Clients  |  In The News  |  Resources  |  Contact Us


Our Locations: Washington, D.C. | San Francisco | Los Angeles

© 2017 The Employment Law Group, P.C. - All rights reserved.
Disclaimer | Terms of Use | Privacy Policy