Q. One of our employees works different hours each week—sometimes 30 hours a week, sometimes 40. She will be going on FMLA leave soon. We’re not sure how to determine how many hours of leave she would be entitled to take under the FMLA. Are all employees permitted to take 480 hours of leave?
Q. Can an employer ask a job applicant whether he or she can meet the company’s attendance policy?
Q. Without authorization, one of our employees worked extra hours this week, even though we told everyone they needed approval to work overtime. Are we required to pay overtime for the unauthorized hours?
Q. Can I deduct the cost of an employee’s error from his or her paycheck?
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?
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?
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?
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?
Q. Can I prohibit an employee from using the company’s e-mail system for union-organizing purposes?
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?