WIRTW #779: the 'fell in love with a band' edition

On August 10, 2001, I fell in love with a band.

I was at the Beachland Ballroom with my college roommate, who was in town visiting. He'd heard about an up-and-coming two-piece calling themselves The White Stripes and suggested we check them out.

When the first few chords of Dead Leaves and the Dirty Ground crashed through the speakers, I was hooked — instantly.

From that moment, with the raw, simple thunder of Jack and Meg White, something clicked. It was love at first note, and I fell hard. I've since passed that love on to my daughter, Norah, with whom I share a deep musical kinship (and to whom I proudly gave impeccable taste in music).

This Saturday, The White Stripes will be inducted into the Rock & Roll Hall of Fame. And it feels not just appropriate, but inevitable. They didn't just ride a trend — they created one. As the Hall itself notes, they "reinvigorated rock & roll by returning it to its primal blues roots, proving that a duo with unique style could captivate."

That night at the Beachland changed how I heard music. I was lucky enough to see The White Stripes live four times before they disbanded, and Jack many more times across his various projects. I even had an unforgettable chance encounter with him in the House of Blues' Foundation Room before a Raconteurs show.

But that first show is etched. It was the beginning of a relationship that forever changed how I listen.

When their induction happens — with or without the notoriously reclusive Meg, with or without an on-stage reunion — I'll be thinking of that August night at the Beachland. I'll be thinking about how a two-piece from Detroit rewrote what live rock could feel like. And I'll be thinking about sharing that sound with my daughter, and what it means to pass that love on.

Read more about the band and their induction:

• The White Stripes join the Rock & Roll Hall of Fame − their primal sound reflects Detroit's industrial roots — via The Conversation
  
• Meg White's Drumming Spoke Louder Than Words — via The New York Times
• It's Long Past Time to Give Meg White Her Respect — via Rolling Stone
• Conan O'Brien To Join White Stripes Reunion? — via Alternative Nation

---

Here's what I read this week that you should read, too.

6th Circuit says no to NLRB's Thryv remedies

This is what it looks like when you win the litigation battle but lose the war.

Hannah Whitbeck worked as a shift supervisor at a Starbucks. She helped lead a union campaign, and a few months later, Starbucks fired her for leaving one employee alone in the store — a safety violation. The NLRB said that reason was pretext and that she was really fired because of her union activity. Yesterday, the 6th Circuit agreed.

But here's the BUT. While the appellate court agreed that Starbucks unlawfully fired a union organizer, it also held that the NLRB had seriously overstepped its authority when it awarded her significant monetary consequential damages.

Understanding the 'duties test' of the FLSA's administrative exemption

Your employees probably aren't as important as they think they are.

That's not mean. It's just the Fair Labor Standards Act talking.

One of the more misunderstood parts of the FLSA's administrative exemption — the one that supposedly covers "office" workers — is which officer workers it actually covers. The test sounds deceptively simple: to be exempt, an employee must exercise discretion and independent judgment in matters of significance to the business. Most people with a desk, a computer, and a job title ending in "coordinator," "specialist," or "administrator" think they qualify.

Spoiler: they don't.

Salaried doesn't always equal exempt

Just because an employee is paid a salary does not mean they are exempt from overtime.

I came across this question on Reddit:

"I work at a small logistics company—about 10 of us total. I'm the person handling invoices, shipments, and customer calls. My title sounds fancy ('operations associate'), but I don't manage anyone. Lately, I've been doing 55–60 hour weeks because we're short-staffed, but when I asked about overtime, my boss said, 'you're salaried, so that doesn’t apply.' Am I actually exempt just because I'm salaried? Or is my company taking advantage of that label?"

One of the biggest myths in wage and hour law is that being paid a salary automatically makes you exempt from overtime

11 best practices to prevent off-the-clock wage claims

Target recently agreed to pay $4.6 million to settle a class action by warehouse employees claiming they weren't paid for all their work time.

The hourly employees said they had to:
➛ Badge into the building
➛ Walk long distances to their workstations to clock in, and
➛ Go through mandatory security screenings after clocking out.

Target didn't pay those hourly employees for any of that time. Those few minutes each workday added up to millions of dollars.

3.65 million reminders that "do nothing" is the costliest workplace compliance strategy of all.

A federal-court jury just hit a pair of New York hotels (and their owners) with a $1.65 million compensatory and $2 million punitive damages verdict after a female assistant manager alleged residents sexually harassed her daily and management did nothing to stop it.

The facts are brutal — constant sexual comments, physical assaults, even being knocked unconscious by a thrown table. Her male counterpart didn't face the same abuse. Even worse, her bosses ignored or laughed off every complaint that she made. When she asked for a transfer, management said "no openings." Turns out, that wasn't true. She quit in fear for her safety. Then she sued.

The jury believed her. And they made sure the company and its leaders felt it.

This is why DEI gets demonized

Wells Fargo is reportedly settling a class-action lawsuit alleging it held phony job interviews to make its diversity, equity, and inclusion initiatives look better than they really were.

According to the complaint, Wells mandated that for all jobs paying at least $100,000, half the candidates interviewed had to come from diverse backgrounds — women, people of color, veterans, LGBTQ+ individuals, people with disabilities.

But the plaintiffs said those interviews were often shams, conducted after another candidate had already been selected.