Source: http://www.lawcatalog.com/ProductDetail/17136/Wage-Hour-Collective-and-Class-Litigation
Timestamp: 2016-07-29 23:38:09
Document Index: 213300725

Matched Legal Cases: ['§ 1', '§ 2', '§ 3', '§ 3', '§ 3', '§ 4', '§ 4', '§ 5', '§ 5', '§ 6', '§ 7', '§ 7', '§ 7', '§ 7', '§ 7', '§ 7', '§ 7', '§ 7', '§ 7', '§ 8', '§ 8', '§ 9', '§ 9', '§ 9', '§ 9', '§ 9', '§ 9', '§ 9', '§ 9', '§ 10', '§ 11', '§ 12', '§ 12', '§ 12', '§ 13', '§ 13', '§ 14', '§ 14', '§ 15', '§ 15', '§ 15', '§ 15', '§ 16', '§ 16', '§ 16', '§ 16', '§ 16', '§ 16', '§ 18', '§ 18', '§ 19', '§ 20', '§ 20', '§ 20', '§ 20', '§ 20', '§ 20', '§ 20', '§ 20', '§ 21', '§ 22', '§ 23', '§ 23', '§ 23', '§ 24', '§ 25', '§ 26', '§ 27', '§ 27', '§ 27']

Wage & Hour Collective and Class Litigation Detail | LawCatalog
Book #00715; looseleaf, one volume, approximately 912 pages; published in 2012, updated as needed; no additional charge for updates during your subscription. Looseleaf print subscribers receive supplements. The online edition is updated automatically. ISBN: 978-1-58852-178-1. This title is available in digital format. Downloadable eBook included in your purchase. We recommend Apple® iPad® or iPhone®, SONY® Reader, or Adobe® Digital Editions (for PC or Mac users).
Brett C. Bartlett is a Co-Chair of Seyfarth Shaw's Wage & Hour Litigation Practice Group and chair of the Labor & Employment Department in Atlanta. Mr. Bartlett devotes the majority of his practice to the defense of complex federal and state wage and hour litigation, and has defended numerous class and collective actions brought by employees alleging entitlement to unpaid overtime and minimum wages in actions that have ranged from the most complex, brought as hybrid actions under state and federal law and involving thousands of employees, to the more basic, asserting individual claims for minimum wage or overtime under the FLSA. He also provides preventative counseling and change management assistance to employers wishing to limit their exposure to these actions  and to state and federal administrative agency investigation. Mr. Bartlett frequently speaks at seminars and conferences regarding employers' compliance with wage and hour matters, and contributes to various publications. Andrew M. Paley
Andrew M. Paley is a Co-Chair of Seyfarth Shaw's Wage & Hour Litigation Practice Group and is resident in the firms Los Angeles office. Mr. Paleys practice focuses on defending employers in complex collective and class action litigations. Mr. Paley has litigated numerous class and collective actions for alleged wage and hour violations under both state and federal law for clients in a variety of industries, and his experience includes the defense of large nationwide collective actions and multi-district litigations. He also advises clients on conducting pre-litigation wage and hour audits. Mr. Paley has written and lectured on numerous employment law topics, and has been a guest lecturer at the Stanford, Pepperdine, and Southwestern law schools. Richard L. Alfred
[2] Substantive Law § 1.04 Looking Forward
[2] Agency Actions§ 2.03State Law
[1] Rights of Action Under State Law Compared to Rights Under the FLSA [2] Rule 23 and How It Differs from Section 216(b)
[5] Determining Opposing Counsel’s Class Action Experience and Predilections§ 3.02Removal to Federal Court
[2] Grounds for Removal § 3.03Affirmative Defenses
[2] Other Defenses for FLSA Claims § 3.04Motions to Dismiss Wage and Hour Complaints
[5] Federal Rule of Civil Procedure 23 Factors§ 4.02Merits of Plaintiffs’ Claims
[4] Communications with Putative Opt-in Plaintiffs§ 4.04Uniform Company Policy, Plan or Scheme
[4] Renewed Motion for Conditional Certification§ 5.03Order Granting Conditional Certification and Approving Court-Facilitated Notice
[5] Interlocutory Appeal§ 5.04Substance and Administration of the Collective Action Notice
[2] Common Practice or Policy§ 6.03Whether to Move to Decertify
[2] Opt-Out Class Actions Brought in State Court§ 7.02Initial Considerations [1] Possible Removal
[3] Evaluating Exposure§ 7.03Class Certification Discovery [1] Propounding Discovery on the Plaintiff
[4] Challenging Overbroad Class Discovery§ 7.04Challenging the Representative Plaintiff’s Claims Via Summary Judgment § 7.05Gathering Evidence to Defeat Class Certification
[1] Declaration Gathering [2] Depositions of Putative Class Members§ 7.06Affirmatively Moving for Denial of Class Certification Under Rule 23
[2] Level of Court Analysis Concerning Rule 23 Certification§ 7.08Use of Experts [1] Role in Employment Class Actions
[2] Analysis of Expert Evidence§ 7.09Rule 23 Notice to Class Members
[4] Costs§ 7.10Rule 23(f) Interlocutory Appeals of Unfavorable Class Certification Rulings § 7.11Decertification of Certified Rule 23 Class [1] Grounds for Granting Certification No Longer Exist or Never Existed
[2] Administrative Agency Investigations§ 8.03Discovery During Litigation of Class and Collective Actions
[1] Prior to Certification§ 8.04After Certification
[8] AB 569: CBA Exemptions from Meal Periods for Certain Industries§ 9.03Reimbursement of Employee Expenses
[2] Reimbursement for Uniforms Under the Wage Orders§ 9.04Unlawful Commission Chargebacks
[3] Further Development of the Law Since Steinhebel§ 9.05Out of State Payroll Checks
[3] Penalties§ 9.06Waiting Time Penalties, California Labor Code Section 203
[3] Fixed Term and Temporary Employment Assignments for a Fixed Term§ 9.07Dual Purpose Remedies: Split Shift Premium and Reporting Time Pay
[3] Is There a Private Right of Action?§ 9.08Itemized Wage Statement Claims, California Labor Code Section 226
[2] The Remedy, California Labor Code Section 226(e)§ 9.09California Labor Code Private Attorneys General Act
[5] Wage Order Claims§ 9.10Unfair Competition Claims, Business & Professions Code Section 17200
[4] State Law Remedies Sometimes Differ from Those Available Under the FLSA§ 10.03Hybrid Section 216(b) and Rule 23 Actions
[1] ERISA Fiduciary Duties [2] ERISA Recordkeeping Requirements and Claims § 11.03Cases Rejecting ERISA Breach of Fiduciary and Recordkeeping Claims
[2] Applicability of Federal Rule of Civil Procedure 42§ 12.03Consolidation of Multidistrict Litigation Under Section 1407
[3] Determining Which Court Should Hear the Consolidated Cases§ 12.04The Advantages and Disadvantages of Consolidated Proceedings Under Section 1404 or Section 1407
[2] The Potential Disadvantages of Consolidation§ 12.05Formal Coordination May Not Always Be Necessary
Litigation Hold Notices and Document Preservation § 13.01Introduction
[5] Risks of Noncompliance§ 13.03Drafting and Issuance of the Litigation Hold Notice
[5] Arbitral Forums§ 14.03Enforceability and Effectiveness of Class Arbitration Waivers
[10] Defining the Scope of the Arbitration in Advance§ 14.04The Danger of Opt-Out Class Arbitrations Under the FLSA
[3] Timing§ 15.03Target of Motion
[5] Motion for Summary Judgment on Damages § 15.04Timing
[3] Mediation with Summary Judgment Pending§ 15.05Evidentiary/Discovery Issues on Summary Judgment Motions
[2] Limiting Discovery Through Summary Judgment/Adjudication§ 15.06Cross-Motions for Summary Judgment
[2] Wage and Hour Collective Action Cases May Actually Be More Amenable to Defense Verdicts§ 16.02The Employer’s Defense Themes
[2] The Jury Should Be Convinced That There Are No Classwide Wrongs§ 16.03Presenting Contrary Evidence from Other Employees and Related Jury Instructions
[2] The Value of Using Videotaped Depositions at Trial§ 16.05The Employer’s Presentation of Evidence at Trial
[4] Union Issues§ 16.06The Employer’s Strategies for Effectively Presenting Witnesses
[5] The Use of Expert Testimony§ 16.07The Employer’s Preparation for Trial
[3] The Use of Electronic or Video Evidence§ 16.08The Employer’s Closing Argument
[8] Class Actions and Collective Actions § 18.03How to Settle
[7] “Holdout” Class Members§ 18.04Related Issues
§ 19.04Special Considerations [1] Discovery Issues
[2] The Executive Exemption Under State Law § 20.03The Administrative Exemption
[2] Different State Law Approaches — California§ 20.04The Professional Exemption
[2] The Professional Exemptions Under State Law — California§ 20.05The Computer Employee Exemption
[2] The Computer Exemption Under State Law § 20.06The Outside Sales Exemption
[2] The Outside Sales Exemption Under State Law § 20.07Highly Compensated Employee Exemption
[2] State Approaches to the Highly Compensated Employee Exemption§ 20.08Requirements of the Salary Basis Test
[5] Deductions Taken Pursuant to the Family and Medical Leave Act § 20.10Deductions from Vacation or Leave Banks
[2] Furloughs § 20.12Additional Compensation for Exempt Employees
[3] Work in a Retail or Service Establishment§ 21.03The Motor Carrier Act Exemption
Chapter 22 Independent Contractors and Joint Employers
[3] Standard of Review § 22.03Defending Independent Contractor Cases
[3] Waiting Time § 23.03Meal Breaks
[3] Breach of Contract Claims for Denial of Meal and Rest Periods § 23.04Work During “Off Hours”
[2] On Call Time § 23.05Special Defenses
[9] Stock Options, Stock Appreciation Rights and Employee Stock Purchase Programs § 24.03How to Calculate the Regular Rate
[2] Differing State Law Approaches § 25.03Commissions
[4] Generally Impermissible Deductions § 26.02Deductions from Wages Under State Law
[2] California Limitations Chapter 27
[2] Issues Related to Wage Determinations Under the SCA [3] Posting and Recordkeeping
[4] Investigations and Enforcement § 27.02The Davis-Bacon Act and Related Acts
[4] Investigations/Administrative Procedures § 27.03The Contract Work Hours and Safety Standards Act and the Copeland “Anti-Kickback” Act
[2] The Copeland “Anti-Kickback” Act Coverage § 27.04Appendix A: SCA Labor Standards Clauses