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This meant the end of Conde Nast's internship programs. As part of a massive wave of unpaid/underpaid intern lawsuits, you have to wonder if this will mean more large corporations will wise up and stop offering illegal internships.

Conde Nast just squashed the beef in a class action brought by former interns, agreeing to fork over $5.8 million to put the suit behind them. The class includes roughly 7,500 ex-interns who worked at Vogue, Vanity Fair, and other similar publications, reports Capital New York.

The settlement is a bit of a surprise: We didn't see a whole lot of legal maneuvering before the rumors of a settlement swirled earlier this year, and similarly exploited (ahem, allegedly exploited) interns from Hearst Magazines had their class decertified. Conde Nast must have decided that $5.8 million was a small price to pay to avoid the litigation and public relations nightmare.

The Fair Labor Standards Act exempts "highly compensated employees" from overtime requirements. So what qualifies as "highly compensated"? And what's the difference between a salary and a stipend? Technical questions, to be sure, but ones that have a huge impact on determining whether an employee is entitled to overtime.

The First Circuit answered these questions earlier this month in Litz v. The Saint Consulting Group.

As we know by now (and are probably sick of hearing), class action waivers are totally fine if they're couched a part of an arbitration clause. But what about when an employment agreement contains an arbitration clause that purports to preclude employees' abilities to file joint or class complaints against the employer?

No bueno, said the National Labor Relations Board in an October decision called Murphy Oil. The decision is significant not only because it departs from the Supreme Court's increasingly permissive stance on arbitration agreements, but because it upholds a doctrine that at least three federal circuit courts of appeals view as either unpersuasive or reject outright.

Ian Callaghan and Kenya Moore worked at a teen center at a San Francisco high school. During the school year, supervisors asked employees to list pros and cons about working there. Things reportedly got tense, however, when more cons than pros were listed. During the summer, Callaghan and Moore continued to work for the teen center in different capacities. When the school year arrived, both were rehired, but Moore was demoted, allegedly because of poor performance over the summer.

The two aired their grievances on Facebook (with a former student joining in), making references to losing kids, teaching kids graffiti, and throwing parties. Their conversation was shared with their employer by a coworker. They were subsequently terminated.

Venting or plotting? From an outside perspective, it can sometimes be hard to tell. And though the NLRB has been especially protective of employees' concerted speech on social media about working conditions, this represents an extreme case on the other end of the spectrum: the (possibly) plotting employees who, according to a recent NLRB ruling, can be fired for their online speech.

There's a thin line between incentivizing and penalizing, and though the Equal Employment Opportunity Commission has yet to say it, it seems to be targeting companies that are employing the latter as a motivating tactic to get employees to participate in wellness programs.

Today's defendant? Honeywell International Inc., the largest company sued so far by the EEOC over wellness programs, and the third such company since August, Reuters reports. According to the EEOC's complaint, Honeywell employees faced up to $4,000 in surcharges and lost contributions to healthcare coverage if they did not participate in biometric testing as part of the company's wellness program.

With wellness programs becoming ubiquitous among major employers -- as many as 95 percent offer wellness programs -- your company's wellness program will need to manage the minefield of the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), the Health Information Portability and Accountability Act (HIPPA), the Age Discrimination in Employment Act (ADEA), and Title VII.

"The company is a joke. You sent me a one-armed security guard."

The complaint, from a community association that had hired Florida Commercial Security Services to provide it with a security guard, led to the removal of Alberto Tarud-Saieh from an $8-an-hour security guard position. (Tarud-Saieh lost his right arm in a car accident.) The company failed to reassign him to another post, effectively terminating his employment.

His former employer is now learning a very important lesson, courtesy of a lawsuit brought by the Equal Employment Opportunity Commission: The customer isn't always right.

Does this sound like a weird incentive to you?

A company has an issue with people not turning in their timesheets on time. Its response? Build a custom "kegerator" that dispenses beer when an employee, whose timesheet has been submitted, swipes his or her keycard.

Out here, in Silicon Valley, free keg beer at work isn't that usual -- startups offer all sorts of weird incentives to keep employees glued to their desks. Alas, here at FindLaw, we only have coffee. But should we (or you) offer such an incentive?

The U.S. Department of Labor has settled allegations that a Silicon Valley company, Electronics for Imaging, paid temp workers from India as little as $1.21 an hour to install networking infrastructure at its new headquarters in Fremont, California.

EFI, which makes digital printing software and hardware, apparently flew network technicians from Bangalore, India, to the San Francisco Bay Area in late 2013, working them as many as 122 hours a week and paying them in Indian rupees.

National Flex Day: It has (nearly) nothing to do with fitness.

What is National Flex Day? It's a day meant to encourage employers to recognize and consider flexible working arrangements, such as telecommuting, flex time (instead of 9-to-5, employees choose their own start and end times), or compressed work weeks (more hours per day, but fewer days).

Why is flex important? And why should your company encourage it?

When the story of the guy who was fired from PricewaterhouseCoopers (PwC) after complaining about his Comcast service first broke, his finger-pointing at the cable company sounded to me like insane rambling paranoia. It might be, but not only has Conal O'Rourke provided a lot of documentation to the media to back his claims, but he's now filed suit against Comcast.

True or false, we may know soon: The conversations seem to have been recorded, reports Ars Technica, and while Comcast is keeping them under wraps because of the ongoing litigation, this should be a fun case to watch.