By LISA MASCARO and ALANNA DURKIN RICHER WASHINGTON (AP) — The House Ethics Committee’s long-awaited report on Matt Gaetz documents a trove of salacious allegations , including sex with an underage girl, that tanked the Florida Republican’s bid to lead the Justice Department . Related Articles National Politics | An analyst looks ahead to how the US economy might fare under Trump National Politics | Trump again calls to buy Greenland after eyeing Canada and the Panama Canal National Politics | House Ethics Committee accuses Gaetz of ‘regularly’ paying for sex, including with 17-year-old girl National Politics | Trump wants mass deportations. For the agents removing immigrants, it’s a painstaking process National Politics | Many Americans have come to rely on Chinese-made drones. Now lawmakers want to ban them Citing text messages, travel receipts, online payments and testimony, the bipartisan committee paints a picture of a lifestyle in which Gaetz and others connected with younger women for drug-fueled parties, events or trips, with the expectation the women would be paid for their participation. The former congressman, who filed a last-minute lawsuit to try to block the report’s release on Monday, slammed the committee’s findings. Gaetz has denied any wrongdoing and has insisted he never had sex with a minor. And a Justice Department investigation into the allegations ended without any criminal charges filed against him. “Giving funds to someone you are dating — that they didn’t ask for — and that isn’t ‘charged’ for sex is now prostitution?!?” Gaetz wrote in one post on Monday. “There is a reason they did this to me in a Christmas Eve-Eve report and not in a courtroom of any kind where I could present evidence and challenge witnesses.” Here’s a look at some of the committee’s key findings: The committee found that between 2017 and 2020, Gaetz paid tens of thousands of dollars to women “likely in connection with sexual activity and/or drug use.” He paid the women using through online services such as PayPal, Venmo, and CashApp and with cash or check, the committee said. The committee said it found evidence that Gaetz understood the “transactional nature” of his relationships with the women. The report points to one text exchange in which Gaetz balked at a woman’s request that he send her money, “claiming she only gave him a ‘drive by.’” Women interviewed by the committee said there was a “general expectation of sex,” the report said. One woman who received more than $5,000 from Gaetz between 2018 and 2019 said that “99 percent of the time” that when she hung out with Gaetz “there was sex involved.” However, Gaetz was in a long-term relationship with one of the women he paid, so “some of the payments may have been of a legitimate nature,” the committee said. Text messages obtained by the committee also show that Gaetz would ask the women to bring drugs to their “rendezvous,” the report said. While most of his encounters with the women were in Florida, the committee said Gaetz also traveled “on several occasions” with women whom he paid for sex. The report includes text message exchanges in which Gaetz appears to be inviting various women to events, getaways or parties, and arranging airplane travel and lodging. Gaetz associate Joel Greenberg, who pleaded guilty to sex trafficking charges in 2021, initially connected with women through an online service. In one text with a 20-year-old woman, Greenberg suggested if she has a friend, the four of them could meet up. The woman responded that she usually does “$400 per meet.” Greenberg replied: “He understands the deal,” along with a smiley face emoji. Greenberg asks if they are old enough to drink alcohol, and sent the woman a picture of Gaetz. The woman responded that her friend found him “really cute.” “Well, he’s down here for only for the day, we work hard and play hard,” Greenberg replied. The report details a party in July 2017 in which Gaetz is accused of having sex with “multiple women, including the 17-year-old, for which they were paid.” The committee pointed to “credible testimony” from the now-woman herself as well as “multiple individuals” who corroborated the allegation. The then-17-year-old — who had just completed her junior year in high school — told the committee that Gaetz paid her $400 in cash that night, “which she understood to be payment for sex,” according to the report. The woman acknowledged that she had taken ecstasy the night of the party, but told the committee that she was “certain” of her sexual encounters with the then-congressman. There’s no evidence that Gaetz knew she was a minor when he had sex with her, the committee said. The woman told the committee she didn’t tell Gaetz she was under 18 at the time and that he didn’t how old she was. Rather, the committee said Gaetz learned she was a minor more than a month after the party. But he stayed in touch with her after that and met up with her for “commercial sex” again less than six months after she turned 18, according to the committee. In sum, the committee said it authorized 29 subpoenas for documents and testimony, reviewed nearly 14,000 documents and contacted more than two dozen witnesses. But when the committee subpoenaed Gaetz for his testimony, he failed to comply. “Gaetz pointed to evidence that would ‘exonerate’ him yet failed to produce any such materials,” the committee said. Gaetz “continuously sought to deflect, deter, or mislead the Committee in order to prevent his actions from being exposed.” The report details a months-long process that dragged into a year as it sought information from Gaetz that he decried as “nosey” and a “weaponization” of government against him. In one notable exchange, investigators were seeking information about the expenses for a 2018 get-away with multiple women to the Bahamas. Gaetz ultimately offered up his plane ticket receipt “to” the destination, but declined to share his return “from” the Bahamas. The report said his return on a private plane and other expenses paid by an associate were in violation of House gift rules. In another Gaetz told the committee he would “welcome” the opportunity to respond to written questions. Yet, after it sent a list of 16 questions, Gaetz said publicly he would “no longer” voluntarily cooperate. He called the investigation “frivolous,” adding: “Every investigation into me ends the same way: my exoneration.” The report said that while Gaetz’s obstruction of the investigation does not rise to a criminal violation it is inconsistent with the requirement that all members of Congress “act in a manner that reflects creditably upon the House.” The committee began its review of Gaetz in April 2021 and deferred its work in response to a Justice Department request. It renewed its work shortly after Gaetz announced that the Justice Department had ended a sex trafficking investigation without filing any charges against him. The committee sought records from the Justice Department about the probe, but the agency refused, saying it doesn’t disclose information about investigations that don’t result in charges. The committee then subpoenaed the Justice Department, but after a back-and-forth between officials and the committee, the department handed over “publicly reported information about the testimony of a deceased individual,” according to the report. “To date, DOJ has provided no meaningful evidence or information to the Committee or cited any lawful basis for its responses,” the committee said. Many of the women who the committee spoke to had already given statements to the Justice Department and didn’t want to “relive their experience,” the committee said. “They were particularly concerned with providing additional testimony about a sitting congressman in light of DOJ’s lack of action on their prior testimony,” the report said. The Justice Department, however, never handed over the women’s statements. The agency’s lack of cooperation — along with its request that the committee pause its investigation — significantly delayed the committee’s probe, lawmakers said.
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Jammu, Dec 25: Lieutenant Governor Manoj Sinha today paid tribute to former Prime Minister Shri Atal Bihari Vajpayee and Mahamana Pandit Madan Mohan Malaviya on the occasion of their birth anniversary. Addressing a commemorative event at Pt. Madan Mohan Malaviya Inter College in Ghazipur, the Lieutenant Governor said, Mahamana Pandit Madan Mohan Malaviya and Shri Atal Bihari Vajpayee represent the conscience of Bharat. He said the vision of the two giant leaders paved the way for socio-economic transformation of the nation. “Mahamana’s relentless pursuit to public welfare and nation building had shaped the idea of self-reliant, modern and united India. The vision of Mahamana had opened up new frontiers in education, technology and industrial development of the country,” the Lieutenant Governor said. Paying homage to Shri Atal Bihari Vajpayee, the Lieutenant Governor spoke on the lifelong campaigns of the former Prime Minister dedicated to nation building and public welfare. “Nation should be supreme for an individual. To ensure this Atal Ji gave us the principles of ‘Indianization’ and ‘Nation-First’. Every section of society should work together to make the country self-reliant with undivided loyalty,” he said. The Lieutenant Governor called upon the people, especially the youth to rededicate themselves to the ideals of Mahamana and Shri Atal Bihari Vajpayee and strive to build a progressive society and work unitedly to realise the vision of Viksit Bharat. “We do not have to live in the past but we must take inspiration from history to build a brighter future,” he said. He highlighted that the Youth have a very important role to play in taking public services to the grassroots levels. To achieve this, we need to start shaping a new framework for Jan-Bhagidari and use new technologies for transparency and accountability at all levels, he added. “Unity is our greatest strength. Young generation must unite the society with determination. I want to see every hand working like a skilled sculptor to create a beautiful, victorious and prosperous India. I want to see a sense of responsibility, steadfastness towards duties and steely determination in every youth towards nation-building,” the Lieutenant Governor said. The Lieutenant Governor emphasised that our cultural ideals and values should be paramount for the new political and economic system. “Today is the opportunity for us to build a brighter tomorrow for the country and to ensure that societal attitude is changed towards responsibilities. Whole of Government Approach should be adopted to achieve socio-economic goals,” the Lieutenant Governor observedUDST unveils seven new programs including Qatar's first Aeronautical Engineering
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Share Tweet Share Share Email Work break compliance is a complex subject for employers, especially with varying federal, state, and local regulations. From ensuring employees receive proper meal and rest breaks to managing compliance software, navigating these requirements demands precision. This article integrates insights from general work break management and the specific nuances of California labor laws to provide a detailed overview. Employers who face legal disputes regarding these matters often consult a San Diego attorney for wage and hour claims to address compliance issues effectively. The Basics of Work Break Compliance Work breaks, including meal and rest periods, are essential components of workplace management. However, they can be challenging to administer due to diverse legal requirements across jurisdictions. Federal laws do not mandate lunch or coffee breaks but regulate how breaks are handled if offered. Federal Guidelines: Short breaks (5–20 minutes) are considered compensable work hours. Meal periods (30 minutes or more) are not considered work time and are therefore unpaid. Employers must communicate break policies clearly, including penalties for unauthorized break extensions. Compliance with federal, state, and local regulations involves accurate wage calculations, overtime payments, and tax withholdings. For businesses operating across multiple states, the complexity increases, requiring sophisticated systems to manage compliance effectively. For cases involving disputes over missed breaks or unpaid wages, employers may rely on a defense attorney for CA wage and hour claims to protect their interests while ensuring proper adherence to the law. California-Specific Work Break Laws California leads the way in stringent labor laws regarding meal and rest breaks, offering robust protections for employees. Meal Breaks: Under California Labor Code (CLC) sections 226.7(a) and 512: Employees working over five hours are entitled to a 30-minute unpaid meal break. For shifts exceeding 10 hours, a second 30-minute meal break must be provided. During meal breaks, employees must be completely relieved of duties. Employers who fail to comply with these requirements face penalties, including an additional hour of wages per violation. Employees can voluntarily waive meal breaks, but such agreements must be documented. Rest Breaks: California mandates a 10-minute paid rest break for every four hours worked. These breaks must be uninterrupted and free from work duties, ensuring employees have time to recharge. Exceptions: Certain industries, like wholesale baking, entertainment, and construction, may operate under modified rules outlined in collective bargaining agreements. These agreements often specify unique provisions, such as alternative rest break schedules or higher pay rates. Challenges in Ensuring Compliance Federal and State Discrepancies: Employers must navigate the lack of a universal standard. While federal law provides general guidelines, states like California have detailed requirements, creating challenges for businesses operating nationwide. Industry-Specific Regulations: Industries such as security, cleaning, and manufacturing face additional hurdles. Distributed teams and varied work environments make compliance difficult, especially when supervisors cannot oversee employees on-site. Managing Break Violations: Non-compliance can result in lawsuits, fines, and reputational damage. Employees deprived of breaks can file claims for unpaid wages and penalties, escalating costs for employers. Technology’s Role in Streamlining Compliance Modern compliance software offers solutions to manage work breaks effectively, reducing legal risks and enhancing operational efficiency. Tracking and Notifications: Integrated systems can monitor employee clock-ins and clock-outs, notifying supervisors of missed or delayed breaks. This ensures employees adhere to designated schedules while allowing timely intervention for corrections. Timekeeping and Reporting: Advanced reporting tools enable employers to: Identify violations or exceptions. Review compliance trends. Implement tailored guidelines for specific locations or teams. For example, TEAM Software provides reports like the TeamTime Meal and Rest Hours Review, which tracks compliance and highlights areas requiring attention. These tools empower employers to address discrepancies proactively. Editing and Adjusting Records: Supervisors can rectify errors in time punches, ensuring accurate records for payroll and compliance audits. This reduces disputes and demonstrates adherence to labor laws during inspections. California-Specific Legal Consequences Employers in California face significant penalties for violating work break laws: Meal Break Premium Pay: Non-compliant employers must compensate affected employees with an extra hour of wages per day. Fines and Penalties: The California Labor Commissioner can impose fines and initiate investigations for repeated violations. Civil Claims: Employees can pursue legal action for unpaid wages and damages, emphasizing the importance of compliance. Steps for Employees Facing Violations: Gather evidence of missed breaks or unpaid wages. Understand labor rights under California law. Address concerns with employers directly. File complaints with the Labor Commissioner if issues persist. Consult employment attorneys for guidance on pursuing legal claims. Strategies for Employers to Ensure Compliance Educating Supervisors and Employees: Clear communication about break policies and compliance expectations reduces errors and fosters accountability. Leveraging Compliance Software: Adopting systems with customizable settings ensures adherence to state-specific laws. These tools offer detailed insights into meal and rest break patterns, enabling better management. Auditing and Regular Reviews: Routine audits can identify gaps in compliance and address them proactively. Employers should document all efforts to meet regulations, ensuring a solid defense in case of disputes. Industry-Specific Adjustments: Employers in industries with unique challenges, such as security and cleaning, should consider mobile tracking solutions and remote management tools to monitor distributed teams effectively. The Broader Implications of Compliance Adhering to work break laws benefits both employees and employers. For employees, it ensures well-being, fairness, and productivity. For employers, it mitigates risks, enhances workplace morale, and fosters trust. Investing in robust compliance systems and fostering a culture of respect for labor rights demonstrates a commitment to ethical business practices. By prioritizing compliance, businesses can avoid costly legal battles and build a positive reputation. Frequently Asked Questions (FAQs) About Work Break Compliance 1. Are employers federally required to provide lunch or coffee breaks? No, federal law does not mandate lunch or coffee breaks. However, if employers offer short breaks (5–20 minutes), these must be counted as compensable work hours. Meal periods of 30 minutes or more are unpaid, provided employees are relieved of all duties during this time. 2. What happens if an employee skips their break? If an employee voluntarily skips their break, the employer is generally not penalized, provided the opportunity for the break was offered. However, in states like California, employees must document their decision to waive breaks, ensuring legal compliance. 3. How can businesses with distributed teams ensure compliance? Employers can use compliance software to track employee break times remotely. These systems notify supervisors of missed or delayed breaks, ensuring that distributed teams, such as security or cleaning personnel, adhere to regulations. 4. What penalties do employers face for violating California work break laws? California employers who fail to provide required meal or rest breaks must compensate employees with an additional hour of wages for each violation. They may also face fines, legal claims, and investigations by the Labor Commissioner. 5. Can employees in California waive their meal breaks? Yes, employees can waive their meal break if their shift is six hours or less. For longer shifts, the first meal break may be waived, but the second cannot, except under specific conditions. 6. How can compliance tools assist in managing work breaks? Compliance tools help track, document, and report break times. They notify supervisors of irregularities, ensure accurate timekeeping, and assist in meeting state-specific requirements. 7. What should employees do if their rights are violated? Employees should gather evidence, familiarize themselves with relevant labor laws, and address concerns with their employer. If unresolved, they can file a complaint with the Labor Commissioner or consult an employment attorney. Conclusion Work break compliance is a multifaceted issue requiring employers to balance federal, state, and industry-specific regulations. California’s rigorous laws highlight the importance of structured meal and rest periods, serving as a model for employee protections. Leveraging technology, educating teams, and conducting regular audits are essential steps for ensuring compliance. Employers must remain vigilant and proactive in managing work break requirements, recognizing that adherence to these laws is not only a legal obligation but a critical aspect of fostering a fair and supportive work environment. By addressing compliance challenges effectively, businesses can safeguard employee rights and maintain operational excellence. Related Items: Compliance Efforts , Employer Share Tweet Share Share Email Recommended for you A Comprehensive Guide to Navigating Employer of Record (EOR) Services in India for Business Expansion Inside EOR Operations: Unraveling the Essentials An Employee’s Guide To The Employee Retirement Income Security Act (ERISA) Comments
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