The area of employment law is vast and can be very complicated. This is why Tayeb Hyderally shares his legal expertise with his clients and various audiences across the United States. Ty Hyderally works diligently to keep up with precedent setting employment law cases so that he can represent his clients adequately. He also works closely with various types of businesses and corporations in helping educate employees, supervisors and employers about employment law. He believes that the workplace can be a safe environment for every level staff member. He shares his expertise regarding both the rights and the responsibilities of employees and employers. He also works closely with professionals to develop the proper policies and procedures to ensure that the workplace is free from violations of employment law. One aspect of employment law is the Fair Labor Standards Act which ensures that workers are paid for their work. When an employee feels that their rights have been violated, they can file a suit.
Martin v. Spring Break ’83 Productions, LLC
In this case, several union members who were employed as rigging and lighting technicians were working on the filming of the movie, “Spring Break ’83.” They alleged that the company had not paid them for all the hours they worked on the filming of the show. The union sent a representative out to investigate whether or not the claims had any merit. The representative for the union reached the conclusion that it could not be determined whether or not the plaintiffs had worked on the days they had claimed. The union and the employer subsequently entered into a settlement agreement. The plaintiffs accepted the agreement and even cashed the payments that were given according to the terms. However, before the settlement agreement was signed the plaintiffs filed a legal suit seeking unpaid wages according to the FLSA. Because of the settlement which had already been agreed upon, the company moved for summary judgment. The court agreed and granted the motion to the defendant stating that the plaintiff’s claims were settled and therefore released by the plaintiffs when they accepted the settlement agreement. The workers appealed this decision.
FLSA Rights and Collective Bargaining
Upon the appeal, the courts held that even though the union reached a settlement between the workers and the company, it did not waive the individual’s rights protected by the FLSA. However, prior to this case, it was understood that the courts had to approve the settlement reached between the two parties to make it official and binding. In Martin’s case, the plaintiffs had representation through the union and therefore it constituted a valid release. This is due to the fact that the plaintiffs accepted and received the settlement which occurred within the bounds of a lawsuit. This allows employers to sigh a huge sigh of relief. Prior to the Martin case they were hesitant to enter into any sort of settlement agreement until the courts were involved. This case occurred in the Fifth Circuit (Mississippi, Texas, Louisiana) so employers in this region can find relief in the court’s decisions. However, for other jurisdictions it is advisable for employers to seek approval from the Department of Labor or the courts before attempting to enter a FSLA settlement. This will help ensure the validity of the claim’s release. However, if the Supreme Court chooses to uphold the Martin case, it would set the precedent for unions to be able to settle FLSA claims for their members. It would give the union the authority necessary for settling FLSA claims for their members under some but not all circumstances. Should the Supreme Court decide not to review the case or choose to reverse it, employers will be in the same shape they were in before the case was filed.