Compensation for On-Call Time: Understanding Your Rights as a Massachusetts Employee

Many employees in Massachusetts are “on-call” outside of their regular working hours, which means that they must be available to work if called upon by their employer. Both employees and employers need to understand whether on-call time is compensable under Massachusetts law. We explain whether employees are entitled to compensation for on-call time and what factors are considered in determining compensation. What is On-Call Time?

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Does an Out-of-State Company Need to Register as a Foreign Corporation When Hiring a Part Time Employee in Massachusetts?

Say your company is registered in Delaware and has its offices in Ohio. You want to hire a part-time programmer who happens to live in Massachusetts. Do you need to register in Massachusetts as a foreign corporation? Registration Requirements In general, the requirement for a company to register as a foreign corporation in another state depends on various factors, including the nature and extent of

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Retaliation In The Workplace – Do You Have A Case?

Massachusetts Employment Law, along with federal statutes, provides relief and protection for employees who are facing an act of retaliation from coworkers and/or employers. A claim must be filed with the Equal Employment Opportunities Commission (EEOC) or the Massachusetts Commission Against Discrimination (MCAD). However, it is important to make sure you have your facts straight before you make such a claim and take on your

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Employment Law: Know Your Disability Rights in Massachusetts

According to a recent U.S. Census, about 20 percent of Americans have a disability. Many Americans with disabilities are talented workers who are valuable additions to the workplace. However, sometimes employers and coworkers fail to recognize the value people with disabilities can bring to the workplace. The Americans With Disabilities Act of 1990 (“ADA”) is federal legislation designed to counteract this bias and protect the

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Massachusetts Employment Law -The Whistleblower

  What is a Whistleblower? A Whistleblower is a person who brings violations of the law to the attention of the appropriate enforcement authorities. But that’s risky, isn’t it? If you report that your employer is not following safety, reporting or other standards, he can just fire you, can’t he? As a society, we value whistleblowers. We need to have people willing to stand up

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Employment Law: Massachusetts Sick Leave Law Now In Effect

If you work in a company of 11 or more people, you are now entitled to paid sick leave. The law became effective on July 15, 2015, and it requires that you receive one hour of paid leave for every thirty hours worked. According to the statute, you may use this time for yourself, your spouse, child, parent or parent – in –law for issues

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What Constitutes Wrongful Termination in Massachusetts

What Constitutes Wrongful Termination in Massachusetts depends on a few factors. One first should take note of the Federal Laws that have been put in place to protect America’s workforce from wrongful termination. Discrimination comes in many forms; namely, race, color, age, disability, religion, equal pay, sex or sexual harassment, and pregnancy. Be aware wrongful termination comes in many forms that are not limited solely

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A large nonprofit organization in Shrewsbury, MA has breached the contract.

Additional Information: I’ve raised money for a large nonprofit organization in Shrewsbury, MA.   The organization is owned by a private person.  Now she has breached our contract and refuses to pay my commissions.  We have a written contract and witnesses as well. What should I do? ATTORNEY ANSWER: Inasmuch as commissions are considered wages under the Massachusetts Wage Act, you should file a complaint with

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In the state of MA, can an employer take an unauthorized deduction from an employee’s paycheck?

Additional Information: Is it legal for an employer to take an unauthorized deduction from an employee’s paycheck for damage done to company property? ATTORNEY ANSWER: No, an employer may not take any deduction for such damage, even if ostensibly authorized by the employee under the employer’s policies, unless there has been a court determination that the employee is responsible to the employer for the damage

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