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Sometimes the good guys win.

A federal district court in the Philadelphia area ruled in favor of an employer that fired an employee whose overall pattern of inappropriate behavior, compounded by errors on the job, eventually exhausted the employer’s patience.


Last week the U.S. Supreme Court heard arguments on another case that, together with one it ruled on earlier this year, could further change the way non-exempt workers are compensated for time before and after their actual work times. Not to be upstaged by the Supreme Court, the White House itself has directed the Department of Labor to reinterpret (again) the definitions of exempt/non-exempt employment. If nothing else, these developments will give HR professionals and labor attorneys plenty of new rules to keep up on.

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