Q. Our executive director wants to change an employee’s shift. The employee does not want the change. Can we force it?
Q. Our company policy states that we give one week of paid vacation after one year of employment and two weeks of vacation after two years. But some employees when hired have been given two weeks of paid vacation right away. Is this legal and proper? Also, are we required to pay for unused vacation time upon termination or resignation?
Q. Is there any reason to keep old medical files on past employees? Usually the info in the medical files is whether they’ve had a TB test, typical paperwork on physicals, or return-to-work information after pregnancies or injuries.
Q. Can we use a time clock for exempt employees? If not, how can we have a record of their hours worked?
Q. We are headquartered in Oklahoma and have offices in another state that do their own hiring. Must I maintain a copy of I-9s at our headquarters from that other office?
Q. Can an employer that files for bankruptcy refuse to pay employees for their work and blame the bankruptcy court for not allowing them to?
Q. We give certain employees company cars to drive. If they get traffic tickets, are we responsible for paying the fine? Or can we hold the employee liable? We don’t have a company policy on this. I was wondering if there are any sample policies.
Q. Do employers have the right to put employees’ address and phone numbers in a place where all employees can access them? Are there privacy issues? Should we get employees’ permission?
Q. How do I make corrections to a Form I-9, especially when too many documents are indicated on the form? A previous employer completed the forms. Also, is there guidance on how to do I-9 self-audits?
Q. We have some paid consultants who have been working for us for two years. Are there any ramifications if we refer to these consultants as “staff” and enter them in a national database as our staff?