Q. We recently hired an amazing applicant for a position at our large accounting firm. After signing her offer, she casually mentioned that her husband works here. We have a policy against office romances. Can we dismiss either her or her husband for this reason?
Q. What are California employers’ obligations with regard to workers who get called on for jury duty?
Q. One of our employees is a gestational surrogate for a woman who cannot carry a child. Is our employee entitled to pregnancy disability, FMLA or CFRA leave as a surrogate?
What are our notice requirements? … What must WARN notices say? … What if we don’t give notice?
Q. I recently relocated my business to California from a foreign country. I heard that I am not allowed to smoke in my office. Is this true?
Q. My wife and I run our own business. Are we required to obtain workers’ compensation coverage even though we have no employees?
Q. Is our business required to continue to offer health benefits to our employees while they are out on family leave?
Q. I recently discovered that an employee who handles company money has filed for bankruptcy. My concern is that if he was unable to handle his own finances, he may be untrustworthy with company finances. Can I discharge this employee?
Q. Several of my employees have asked me about which holidays they have time off, and if that time will be paid. Do I have to give my employees any time off for holidays? If so, must it be paid time off?
Q. I am in the process of interviewing candidates for an administrative position. This person would work very closely with me, and I need to trust him or her completely. Can I bring in a polygraph expert and use lie detector tests during the final interviews?