If you’ve been sexually harassed on the job, you’re probably distraught on many levels.
When it comes to employment law, few issues are as important (or as complex) as whether an individual is properly classified as an “employee” or an “independent contractor.”
Broadly speaking, the Family and Medical Leave Act (“FMLA”), 29 U.S.C. § 2601, et seq.
The Good News: Federal law generally prohibits employers from retaliating against employees for raising questions about wage and hour issues.