Q. An employee called out for one day because he’d been arrested on a domestic violence charge. He did not violate the attendance policy. This man has been rumored in the office to be an abuser, and the police have been called to his home other occasions. He is an at-will employee. Can we realistically fire him if he’s broken none of our rules?
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Q. An exempt employee ran out of PTO at the end of 2013. I was led to believe we could dock any hours the employee took off for personal time after using all PTO. (Our policy says employees who are out of PTO can be granted personal time off without pay.) Did we handle this correctly?
Many of your employees may occasionally have to deal with customers. Here’s a primer to help them understand what it takes to not only hang on to customers, but leave them with a positive impression of your business.
Q. Are there any laws that prohibit offering a new job description with a lower wage in place of a layoff?
Q. We recently installed cameras in our plant’s production areas. The cameras aren’t hidden, and it is common knowledge they were installed. Do I need to post something notifying employees and visitors that the area is under video surveillance? Should I have employees sign something?
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?