Joseph Beachboard

Q. Our employees have proposed that the company sponsor a holiday party at a local restaurant. Although we want our employees to have a good time, aren’t we exposing ourselves to potential liability?

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Q. I understand that the state of California has a program that offers benefits to employees who require a leave of absence to care for a seriously ill child, spouse, parent or domestic partner. How does this program work? …

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Q. One of our employees will be taking a protected leave of absence to care for her ill mother. Are we required to pay her for the time off? …

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Q. Our company hires temporary workers to assist with various short-term projects. I recently read that a new law changes how these workers are paid. How does the new legislation affect employers? …

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Q. A number of our employees are pregnant. What are our obligations to accommodate their need to breastfeed when they return to work? …

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Q. Are we required to allow employees to inspect their personnel files? Must these files be retained at each office (rather than at a centralized location)? …

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Q. Can we prohibit workers from discussing their pay with each other? This practice appears to be creating workplace conflict and damaging morale in the office …

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Q. We suspect that one of our employees is a victim of domestic violence. What are the leave requirements for domestic violence under California law? …

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Q. I understand that many companies offer employee assistance programs (EAPs) as an added benefit for employees who may have drug or alcohol abuse problems. Are we required by law to do so? …

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Q. With the upcoming presidential election, our employees have spent more time talking politics and debating candidates and their positions. Do we have an obligation to limit or prevent such conversations in the workplace? …

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