Q. Are we required to use an application for prospective applicants and if so, what information must we include? What information should we leave off our application?
Q. For the first time in a while, we need to hire new staff. What issues should we take into account during the recruiting process?
Q. An employee has asked to see his records. How soon do we have to respond?
Q. We realize that California requires pay statements to show “total hours worked,” but we’re confused about what exactly this means. Does this include vacation or paid time off that employees have earned?
Q. Because this season’s flu outbreak was so severe, next fall we would like to require all our employees to get a flu vaccine. We hope this will cut down on employee absences during flu season. Would such a policy be lawful?
Q. Our company provides services to nursing homes. One of our therapists recently went out on workers’ compensation leave. The facility where she worked has since asked us not to reassign the employee back to its facility. However, we don’t have other placement options for this worker. Do we have any options?
Q. We know that we are required to conduct sexual harassment training for our employees. But we’re not sure which of our employees we are required to train and what formats we can use to provide the training.
Q. Are we required to continue to offer our employees benefits while they are out on leave?
Q. One of our office managers regularly receives after-hours calls from our landlord about building management issues. Are we required to pay her overtime compensation for the resulting hours she works over eight in one day or over 40 in one week?
Q. An employee just notified HR he would like to take immediate leave under the California Family Rights Act. Can we require more notice?