Joseph Beachboard

Q. If my employees clock in before their starting time and clock out after their day is scheduled to end, am I required to pay them for that extra time?

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Q. Under what circumstances, if any, can an employer require an applicant or employee to pay for his or her own medical or physical examination?

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Q. Over the holidays, many of our employees received packages at the office. We are worried that this might be a disruption. Should we ban employees from receiving personal packages at work?

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Q. We have an employee who has declined to cooperate in a workplace investigation into an issue that could threaten our company’s operations. Can we terminate the employee for insubordination?

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Q. Can I prohibit an employee from using the company’s e-mail system for union-organizing purposes?

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Q. An employee has asked to work through his two daily 10-minute rest periods because he would like to leave work 20 minutes early. Are we permitted to implement this arrangement upon his request?

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Q. While one of our employees was on workers’ compensation leave, she received disability payments. Due to a clerical error, we failed to take her off the payroll during that time, and she continued to receive her regular paychecks while on leave. The employee now refuses to sign an agreement to return the money on a payment schedule we were willing to set up. As a result, we would like to dock her pay for the overpayments. Are we allowed to do so?

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Q. Our vacation policy caps the amount of vacation employees can earn at 250 hours. Employees can’t earn any more until the vacation balance falls below that level. Does this violate California’s law on accruing vacation?

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Q. Sometimes our vendors provide modest gifts for our employees. How should we handle these?

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Q. I recently discovered that an employee who handles my company’s accounts receivable has filed for bankruptcy. Can I discharge this employee?

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