This one is an interesting case.  A law firm, Morgan & Morgan, PLLC has just settled a class action arising from within its own house.  The law firm classified employees titled Case Managers as exempt.  The employees sued, claiming misclassification. Now, in a joint motion the law firm and employees have asked a federal judge

I have blogged about this matter several times, all the while applauding the lower court decision and employer’s legal position in the case, as I believed what these temporary lawyers were doing did constitute the practice of law.  The Second Circuit has now disagreed.   The Court has ruled that document review work does not

The saga continues…

The law firm of Quinn Emanuel Urquhart & Sullivan LLP has recently fired another salvo in its bid to defeat the class and collective action filed against it, based on a theory that temporary lawyers were not doing “professional” or “attorney” work and were therefore non-exempt. The firm filed a a short

Law firms are usually defending clients in wage-hour suits where the allegation is that the employee claims he/she has been misclassified as exempt when they are really not and are due overtime. But, law firms themselves must be diligent about properly classifying their own employees, especially when they categorize employees exempt under the administrative exemption.