BMD Editors

Q. We are a retail company with about 200 employees. We have six different departments. The supervisors are not agreeing on an overall dress code. They wondered if there’s any legal risk in having each department make and follow its own dress code. (Everyone works in the same office space.) 

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Q. We have an hourly employee who does clerical work during her normal 40 hours. She would also like to start cleaning the office two nights per week. Since these are two separate jobs, would she get overtime or could it be a separate payment?

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Q. If an employee is not available to sign his or her time ­sheet, can the supervisor sign the employee’s name and include the supervisor’s initials and a comment stating that the employee is not available to sign?

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by BMD Editors on October 15, 2012 12:25pm

in Human Resources

Whether you’ve recently purchased a traditional desktop computer or laptop, or a new touchscreen Ultrabook or Surface, you probably have the Windows 8/8.1 operating system. You may remember the gnashing of teeth when going from Windows 3.1 to Windows 95, or maybe the ruckus caused by moving from DOS to Windows! Now you have to [...]

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Q. We approved an employee to take FMLA leave to care for her seriously ill father. The problem is that her supervisor has shared the details of the dad’s illness with other employees. This is a breach of confidentiality. The employee has complained. What should happen to the supervisor?

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Q. How long do we have to hold a position for an em­­ployee on maternity leave if we employ fewer than 50 people? Our company policy says eight weeks, but what I have found ranges from six to eight weeks from birth. The FMLA says 12, but we do not seem to qualify for that due to our size. 

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Q. Can you direct me toward information regarding new-employee introductory periods and what impact this may have on “at-will” classification?

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As social media’s popularity grows, so do the blunders. One wrong move and you might find yourself in hot water with your online community. To prevent blunders, use the following 5 tips.

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Q. How is it possible to get out of an EEOC discrimination complaint if the employee has tape recordings to prove the claim? Can we prolong the process so the time can run out or is there no time limit in how long the EEOC waits for a position statement from us?

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Q. How much time must our company allow an employee to review a severance package before accepting or rejecting the release agreement?

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