Q. We just updated our policy manual and are asking employees to sign a standard acknowledgment of receipt form. If an employee refuses to sign it, is that grounds for termination? Or should we just document that they refused to sign?
Q. Are we required to offer holiday pay to employees who are within their 90-day probationary period? Or can we start paying extra for holiday work only after the probationary period is complete?
Q. After an employee quit, he failed to return certain company property (badge, access card, etc.). Can we legally withhold his PTO balance because of this?
Q. We advertised for a front-desk receptionist opening and got 44 applications. Three were from men, all qualified. We’ve always had a female in that job and would like to keep it that way. We plan to interview five finalists. Must we include one of the men to avoid sex discrimination charges?
Does your workplace have one large bulletin board in the break room? Perhaps the note asking “If anyone found a pair of sunglasses, please return them to Deb in accounting” is partially obscuring the required Federal Minimum Wage poster. A covered-up poster is like having no poster at all, and that could lead to citations and fines.
Leading your team through the illness of one member is one of the greatest tests you’ll face. Keep these tips in mind.
Q. I have a COBRA participant who is nearing the end of his 36-month maximum coverage period. What notices must I send him regarding coverage termination?
Q. An employee uses his own smartphone to access company email and conduct work from home. The work is on his own initiative—it’s not required, but we’re aware of it. Are we obligated to pay any portion of his monthly bill?
Q. Do we need a signed waiver before we post pictures of our staff on our website, Facebook page or other Web-based media?
Q. A young employee comes to work often with visible bruises. Last week she had a black eye. She always has a ready excuse. Her husband calls her frequently, sometimes 10 times a day. Several staff have come to me voicing concern that she may be getting abused. Her accuracy level is decreasing and she’s starting to miss work more often. Can I legally approach her and offer resources for battered women?