Q. Some of my construction employees must drive their personal cars to and from various work sites during work hours. Am I required to reimburse these employees for the miles they drive during this travel? If so, what is the amount per mile?
What are the penalties for violating California WARN Act’s notice requirements? And are there any valid exceptions to them?
Q. As a California employer, what forms and notices am I required to provide to employees I discharge? Also, are the forms and notices due immediately upon termination?
Q. One of my employees recently asked me, in person, if she could view her personnel records. What does California law require?
Q. I recently allowed one of my hourly employees to telecommute full time. What actions must I take to ensure proper payment of her wages?
Q. My daughter and I are the sole owners of our business. Are we required to obtain workers’ compensation coverage even though we have no employees?
Q. One of my employees was recently injured in a nonwork-related accident. If this employee returns to work and requires an accommodation to perform his duties, can allowing him to telecommute be considered reasonable accommodation?
Q. I recently fired one of my employees, but today another company called me, stating that the former employee marked me down on a job application as an employment reference. Can I tell the prospective employer about how terrible an employee this person was?
Q. I believe I should be able to refuse employment to any prospective employee with a record of criminal conviction. Can I institute a blanket policy that bars employment to applicants with criminal records? Also, what can I ask applicants about their criminal records?
Q. I just fired one of my employees for his constant tardiness. Because it is currently in the middle of a pay period, the employee has some wages due to him. When must I pay him these wages, and am I even required to pay him? I mean, I did fire him for being a terrible employee.