Q. Our business has been booming and we are short-staffed. We have brought on a number of temporary workers from a staffing agency. Is it acceptable to have the temporary workers use the same punch clock system that our regular employees use?
Q. May two separate companies enter into an agreement to prevent each other from recruiting the best talent of each?
Q. We are hiring a new employee and I understand that I have to give her a “Mandatory Wage Notice.” What information do I need to include on the notice?
Q. Are we free to institute any mandatory dress code that we’d like?
Q. Our company wants to start using paycards instead of issuing paychecks to employees who do not use direct deposit. Is it legal to use payroll cards in California?
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?