Q. Someone from outside our company approached our HR vice president wishing to discuss a “personnel matter.” During the meeting, he presented the vice president with a set of union authorization cards signed by over half of the company’s employees. As the vice president flipped through the authorization cards, the individual stated that he is a union business agent and that his union represents a majority of an appropriate bargaining unit at the company. Are our employees entitled to an election to determine if they will be represented by the union?
Q. How do bonuses affect the overtime rate calculation under the Fair Labor Standards Act?
Q. If an employee is already on probation when she becomes pregnant, can we continue progressive discipline measures, including possible discharge?
Q. For several years, Fridays have been “casual days” for our employees. Beer and wine are served beginning around 4:30 p.m. We hate to stop this practice because our employees seem to enjoy it and there has never been a problem. Should we stop?
Q. I recently fired an employee for performance problems. At the end of the termination meeting, he asked for a copy of his personnel file. Do I have to give discharged employees copies of their personnel files?
Q. One of my employees who recently quit has failed to pay back a personal charge he made on our corporate credit card. Can I simply deduct the amount of the charge from his last paycheck or withhold his final paycheck until he pays for the charge?
Q. Can noncompetition agreements be enforced against at-will employees in Texas?
Q. Is an employer required to pay workers for their unused vacation days when they resign or are terminated?
Q. Can you give me a rundown on the “card check” law everyone is so afraid will transform labor-management relations?
Q. What kind of documentation can an employer request to verify a worker’s contention that he suffers from a learning disability that requires accommodation? Must we pay for the evaluation?