Quiet quitting can happen in virtually any workplace and has become a buzzword to describe employees who perform the bare minimum required by their job, yet still work enough to avoid a termination for job abandonment. Much has been written about the phenomenon of quiet quitting, but quiet quitting does not occur in a vacuum. When complaints about an employee indicating a quiet quitting scenario surface to in-house counsel, the company's lawyers must unpack the facts and circumstances to determine whether there are any legal issues driving the employee's behavior. The following are a few of the potential liabilities that in-house counsel must vet when evidence of a possible quiet quitting situation percolates up to the general counsel's office.
Underperformance may arise when an employee feels they are overworked and underpaid. As employers know, employee classification under the Fair Labor Standards Act (FLSA) can be tricky. Generally, to be considered exempt from overtime pay, employees must earn at least the minimum salary threshold set by the FLSA and any applicable state law. This salary test is the easy part of the analysis. In addition to the salary test, employees must also satisfy a duties test to be classified as exempt. The lines between exempt and non-exempt duties are often grey for employees who perform relatively uncomplicated administrative duties but are required to do...
Congress leader Jairam Ramesh criticised the Election Commission of India (ECI) on October 2 for appointing a committee to review ECINET’s compliance with legal provisions, describing the commissi...