Q. We need to schedule an employee for a shift from 2 p.m. to 10 p.m. in order to close our store and begin a shift the next morning at 8 a.m. to open the store. Does California law require a minimum amount of time, such as 12 hours, in between scheduled shifts?
Q. Two of our employees go outside to smoke almost every hour for about 10 minutes. Our other employees are starting to complain. Do we have to allow these 10-minute rest periods every hour?
Q. One of our employees has asked to see her personnel file. Are we required to show her the file? If so, do we have to give her access to everything contained in the file?
Q. My company was sued by a former employee for age discrimination under the California Fair Employment and Housing Act (FEHA). We’re settling the case and including a waiver of the right to proceed under FEHA. Do we need an ADEA waiver, too?
Q. What can we do if our employees worked overtime despite our instruction that they shouldn’t?
Q. We are looking to hire a new employee. Are there some questions I should steer away from?
Q. One of our employees is resigning at the end of the month. Can we mail her final paycheck?
Q. An employee sometimes shows up looking like he came from a party, with glazed eyes and slurred speech. Can we make him take a drug or alcohol test?
Q. One of our employees notified us that he cannot work on certain days of the week for religious reasons. Are we required to accommodate the employee’s request and work around his requested days off?
Q. We hold a team-building retreat every year where we give employees prizes after completing certain challenges. Are those prizes considered taxable income?