A recent federal court decision in the Eastern District of Virginia dismissed an employee’s overtime claim at summary judgment because the employer proved that it relied upon the employee’s own unaltered timesheets in paying the employee.  In the case of Hughes-Smith v. Crown Linen Services, Inc., Civil Action No. 1:13-cv-1048 (E.D. Va. Mar. 5, 2014),  an employee sued her employer alleging that she consistently worked through her ½  hour lunch period but was not paid

Accidents happen. However, some Virginia police officers routinely cite all motorists who they think caused an accident with the crime of Reckless Driving. Is being in an accident a crime? Briefly stated, no. Reckless Driving is a Class 1 misdemeanor. A relatively serious offense, the crime is on the same level as DUI, Petit Larceny, and Assault & Battery. The maximum punishment is up to a year in jail, a $2,500 fine, and a 6 month

Food to Liquor Ratios Q:  How do I properly calculate my food-to-liquor ratios under Virginia ABC Law?  I have a restaurant with both a beer/wine license and a mixed beverage (distilled spirits) license.  I know that 45% or more of my sales must be food.  I read the code and I still don’t understand it.  Can you tell me in plain English how I must calculate my Mixed Beverage Alcohol Ratio? A:  The Mixed Beverage

No, the law does not necessarily require this, although many companies often take this dramatic step to resolve a harassment situation.  Yet as the Fifth Circuit U.S. Court of Appeals recently ruled, disciplinary actions less than discharge can often satisfy the law’s requirements and protect an employer from legal liability.  See Williams-Boldware v. Denton County, Texas.  Given the broad range of conduct that employees may perceive as harassing, employers should be aware of the options

On March 6, 2014, the U.S. Equal Employment Opportunity Commission issued two new technical assistance publications addressing workplace rights and responsibilities with respect to religious dress and grooming under Title VII of the Civil Rights Act of 1964. The EEOC published a question-and-answer guide and an accompanying fact sheet describing variations employers must allow from dress codes for religious reasons.  The guidance reminds employers that they must grant employee requests for reasonable accommodations due to