Community Power to Prosper
Meyer, Unkovic & Scott Employment and Insurance Law attorneys Elaina Smiley, Tony J. Thompson, and Beth Slagle presented at the University of Pitt...
New Changes to Overtime Pay Regulations Double Minimum Salary Levels for Exempt Employees
On Wednesday, May 18, the U.S. Department of Labor (DOL) announced new changes to the Fair Labor Standards Act (FLSA) regulations that will likely mak...
New EEOC Reporting Requirements to Ensure Equal Pay
Are companies discriminating against women and minorities when it comes to paying equal wages for equal work? If so, just how big is the wage gap, and...
Judge Rules City of Pittsburgh Did Not Have Authority to Enact Paid Sick Leave Ordinance
On August 3, 2015 the Pittsburgh City Council passed the Paid Sick Leave Ordinance, which was signed into law by Mayor Peduto on August 13, 2015. The ...
No Discrimination Based on Sexual Orientation
Elaina Smiley’s article, “No Discrimination Based on Sexual Orientation” recently appeared in the Pittsburgh Post-Gazette. You can access the online v...
Proposed Amendments to FLSA Overtime Exemptions
On June 30, the Department of Labor (DOL) issued proposed amendments to the Fair Labor Standards Act (FLSA) overtime exemption tests that will make mo...
Accommodating Pregnant Employees
Elaina Smiley’s article “Accommodating Pregnant Employees” recently appeared in the Pittsburgh Post-Gazette. You can access the online version using t...
U.S. Supreme Court Provides Guidance on Pregnancy-Related Accommodations
On March 25, 2015, the U.S. Supreme Court issued its ruling in the case of Young v. United Parcel Service, Inc., involving whether accommodations are ...
Employees Working From Home
Beth Slagle recently wrote an article that appeared in Western Pennsylvania Healthcare News that discusses the feasibility along with the relative mer...
Employment Law Seminar – Tuesday, October 29th
Hosted by: Elaina Smiley, Beth Slagle and Brian Sommer
The Rivers Club ~ Tuesday, October 29th ~ 8:30 - 10:30 am
As an employer, do you a...
