Q. Our company employs nurses that care for patients in their homes. We would like to begin running 12-hour shifts and set up an alternative workweek schedule. What are the rules for instituting an alternative workweek for our employees?
Q. We recently fired an employee who worked in our office. Several weeks later, our HR department received a phone call from the man demanding a copy of his personnel file. Are we required to send him a copy?
Q. Our company received a claim for unemployment compensation from one of our former part-time employees. Are part-time employees eligible to receive unemployment benefits?
Q. Some of our employees receive tips from customers. Do we need to include those tips when we calculate these employees’ rate of pay for purposes of paying them overtime?
Q. What are the differences between FMLA leave, CFRA leave and PFL?
Q. We have an employee who claims to be a witch. She contends that witchcraft is her religion and has asked for certain holidays off. Are we required to accommodate this employee’s request?
Q. My company uses a time clock to track the hours of nonexempt employees. When we determine the wages to be paid to employees, can we round up or down to the nearest five-minute increment?
Q. Our offices were closed due to a phoned-in bomb threat. As a result, we were forced to send home all our employees. Do we need to pay employees for showing up to work that day?
Q. We are considering replacing sick leave and vacation benefits with a paid time off (PTO) program. How are these plans treated upon the termination or resignation of an employee?
Q. Several of our employees have compiled a lot of vacation time. Is there any way we can manage how much vacation leave time our employees accrue?