April 23, 2014
Attacks by domestic dogs, such as Pit Bulls, Rottweilers, and other known aggressive breeds can cause awful injuries. In many cases, serious dog bites can leave long lasting, permanent scars and disfigurement. If these injuries are the result of an owner’s negligent keeping of his or her animal, the victim has the right to fair compensation. Obtaining that fair compensation is often not as easy as one might think. Unlike automobile collisions, where there are clear “rules of the road” that everyone must follow, and insurance is nearly always available, dog bite cases routinely involve serious disputes over the availability of insurance coverage and whether the owner actually acted negligently in anyway. To navigate these issues, you need aggressive North Carolina attorneys willing to investigate and, if necessary, file suit.
April 13, 2014
Employees are entitled to compensation when “on duty.” This can be difficult to define since employees can be “on duty” if when inactive. For example, truck drivers who have to wait near the job site for goods to be loaded on his truck would be on duty, even though he is not actually working. The Fair Labor Standards Act (FLSA) provides that an employee remains on duty when periods of inactivity are of short duration or are unpredictable because the employee is unable to use the time effectively for their own purposes.
April 12, 2014
The Portal-to-Portal Act provides that “walking, riding, or traveling to and from the actual place of performance of the principal activity or activities which such employee is employed to perform” is not included in the minimum wage and overtime provisions of the Fair Labor Standards Act. Oftentimes, however, travelling field representatives, salesmen, repairmen, or other employees, should be paid for the time they spend driving. (more…)
April 11, 2014
The Fair Labor Standards Act (FLSA) comprises four major requirements: a minimum wage, an overtime standard, restrictions on child labor, and equal pay. These requirements apply to all “covered employees” under the Act. Many employers attempt to get around the strict requirements of the FLSA by labeling employees as independent contractors. If you are an independent contractor who is doing the work of an employee, and therefore eligible for employee benefits like overtime and minimum wage, contact the wage and hour lawyers at Maginnis Law, PLLC at 919.960.1545 or submit a new case inquiry here
April 10, 2014
To avoid the Fair Labor Standards Act’s requirements for the payment of overtime and minimum wage, many companies are labeling employees as independent contractors. However, simply labeling someone an “independent contractor” does not make it true. If your employer is labeling you as an independent contractor to avoid paying you overtime or minimum wage, contact the attorneys at Maginnis Law, PLLC at 919-960-1545 for a free consultation regarding your rights. (more…)
Next Page »