Susan Lessack

Q. Our company pays overtime to salaried supervisors for hours they work over 40 in a week. I have never heard of this compensation practice. Is it legal?

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Q. Does Pennsylvania law specify what we should keep in personnel files?

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Q. We require direct deposit of employee paychecks. We have one employee who hasn’t set up an account despite frequent requests. We have to mail his check from headquarters, sometimes via courier. Can we charge him a fee?

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Q. We have an exempt employee who just returned after giving birth. She says she needs to express milk three times a day and we have to let her. I thought the federal law says breaks were just for hourly employees. Do we have to give her this time? She’s away from her desk for 20 to 30 minutes each time.

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Q. I understand there are lots of questions we can’t ask during interviews. But what if the applicant brings up the subject? For example, if she mentions that she just had a baby, can I ask if she’s made child care arrangements? If a person is coming from out of town, I may ask why. If they say “boyfriend/girlfriend,” can I ask if it’s a permanent move?

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Q. When an employee returns from maternity leave, do we have to give her the very same job she had or can she be put to work in a different type of position?

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Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation?

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Q. Are employers required to pay for overtime hours that result when an employee voluntarily switches shifts with a co-worker?

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Q. As a large retail business, we employ several demo reps who present products to shoppers in the hope they’ll buy them. Recently, we’ve had to put increasing pressure on our demo reps to increase sales up to 200%. If a demo rep doesn’t meet the new goal, can we terminate him or her? Do they have legal recourse should they be fired?

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Q. How many hours must employees work to be considered full time? Part time?

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