BMD Editors

Q. Is it legal to hire only U.S. citizens and, when advertising, say that people must be citizens to apply?

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Q. Last week, one of our hourly employees was out sick on Monday, but she worked a total of 40 hours from Tuesday through Friday. She would like to use her sick leave from Monday and claim overtime for those Monday sick-day hours. Must I pay her overtime for her Monday hours?

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It’s bound to happen sooner or later. You lay some heavy criticism or punishment on an employee and he or she starts crying in your office. Here’s how to handle the situation.

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Q. Can we pay any of our part-time employees as salaried employees?

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Q. Our pay period is Sunday through Saturday. A salaried employee is being laid off on Monday. Should she be paid hourly for time worked during that final pay week?  Does that include the unauthorized time she informed her supervisor she worked on Sunday?

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Q. I have an employee who is constantly scheduling appointments during work hours and having to leave. In the past two weeks alone, she missed 27 hours due to appointments. If we cannot restrict appointments outside of work, can I require documentation of appointments?

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Q. Do employers have to request an official certification form for all FMLA situations, or can a physician’s note be enough for an employer to designate FMLA?

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There are 220,000 victims of sudden cardiac arrest per year in the United States; about 10,000 sudden cardiac arrests occur at work, according to the Occupational Safety and Health Administration (OSHA). Waiting for the arrival of emergency medical personnel results in only 5-7% survival. If you don’t have AEDs in your workplace, perhaps you should consider getting them.

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Q. Our restaurant chain employs college students part time during winter and summer breaks. We don’t provide benefits to part-timers. What are the pros and cons of leaving them active in the system vs. rehiring them as seasonal workers each summer and winter?

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Q. When HR receives an employee’s completed FMLA certification form, does the employee’s supervisor have the right to see the form and know the medical reason for the FMLA leave? 

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