Q: “We have a nonexempt salaried employee who is required to work 40 hours a week. She rarely works overtime, but when she does she gets 1.5 times her hourly rate. My question is, if she works less than 40 hours in a week, does not have any PTO left and does not make the time up, can we dock her salary?” – Maria, West Virginia
Q: “I’m considering pay raises to compete with the current industry standard. If new hires are starting at a higher rate than what we currently pay, is it a viable solution to raise current employee salaries to that of the newly hired using a formula? Example: A job is advertised at $18 per hour for new hires, and the company will look at raising current employees with no infractions to the advertised rate. Those current employees who have infractions will have a window of opportunity to raise their pay if they stay infraction-free. Do you see any issues with this as a fair and standard way of discerning pay raises for current employees?” – K., Virginia
Q: “If an employee has requested lifelong, intermittent FMLA leave (worked one year, and worked over 1,250 hours in preceding 12 months), can an employer make a request for updated medical certification once per year? The employee continues to work at least 1,250 hours in a rolling calendar period.” – Anne, Minnesota
Live streaming is where users can broadcast a live event to an audience, and the audience can watch and interact in real time anywhere around the world. It’s like a webinar, but it’s done from a mobile device via an app. This technology launched in March, and its popularity is growing quickly.
Q: “We are reviewing our job descriptions. If a title is changed from Assistant HR Director to HR Tech but there is no change in pay, might it be considered a demotion?” – Patricia, Florida
Check out this cartoon depicting a world that a hiring manager can sometimes feel trapped in—off the record, of course …
This cartoon glimpse of the poor social media pros on the other side of the blinking screen should open your heart to their plight—maybe.
Q: “We are a small company with 12-15 employees at any one time. I get very confused on all the agencies that put out employment requirements. Can you tell me if the ADA, EEOC, etc. apply to us?” – Judy, Alaska
Q: “For employees who are paid hourly in the state of Massachusetts, can we ask them to enroll in direct deposit with a bank to cut down on the company expenses, or is that illegal?” – Diane, Massachusetts
The sad truth is that sarcasm reveals more about you than the people you target. Ask yourself: Why do I do it?