Joseph Beachboard

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?

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What are the penalties for violating California WARN Act’s notice requirements? And are there any valid exceptions to them?

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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?

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Q. One of my employees recently asked me, in person, if she could view her personnel records. What does California law require?

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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?

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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?

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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?

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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?

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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?

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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.

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