Q. Occasionally, we offer in-house training and development programs for our employees. The training is strictly voluntary and isn’t conducted during normal working hours. Our company has never paid employees for the time spent attending such training. Is that legal?
Q. Right now, we don’t want to hire anyone permanently and think it would be more cost effective to require our employees to work overtime instead. Can we force employees to work overtime?
Q. We have an employee who claims he has a learning disability and needs accommodations. What kind of documentation can we ask for? And do we have to pay for a medical assessment?
Q. An employee has asked to have his wife present during his performance evaluation. Does he have the right to bring a representative?
Q. I am the HR director for a large company. We recently realized that we have not been providing nonexempt employees with any breaks during the day (other than a lunch break). What should we do?
Q. One of our exempt employees has requested a partial day off to attend a religious service and contends that she should be paid for this time off as a “religious accommodation.” Is she correct?
Q. When an Occupational Safety and Health Administration inspector arrives at our workplace, must we allow him or her onto the premises?
Q. We have two employees who regularly fail to turn in their time cards on a timely basis. Can we hold off on paying them until they submit their time cards? Can we delay payment until the next pay period?
Q. Can we implement a provision on our sexual harassment policy that imposes discipline on employees who bring false harassment claims?
Q. We want to fire a bad worker, and we don’t want to take an unemployment comp hit. Under California law, when can a terminated worker be denied unemployment benefits?