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Susan Lessack

Q. We are currently interviewing for an event coordinator position, which would require the person to frequently work well beyond the usual 9-to-5 workweek. Is there a way we can ask about personal situations and make it clear that missing these events because of family obligations would not be tolerated?

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Q. One of our employees claims she has a marriage certificate for herself and her female partner and now wants to put that partner on her insurance plan. Do we have to do that?

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Q. What is the difference between a right-to-work state and a non-right-to-work state such as Pennsylvania?

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Q. How would an employer legally go about monitoring employees in the workplace?

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Q. I recently heard that some of our posters have to be displayed where applicants can see them, not just our employees. Is that true?

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Q. Our hourly employees have a paid 30-minute lunch break. Sometimes we ask them to do some work during that time. Is this OK since we pay them or are we required to provide them with a complete break?

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Now’s a good time to review employment policies and practices in light of the government’s aggressive efforts to enforce employment laws. To ensure compliance, review your policies and practices in all these areas.

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Q. Our company policy states that employees are not compensated for the time spent changing into their uniforms, which includes special protective wear. A new employee was surprised to find out he couldn’t clock in before getting geared up. Are we required to pay ­workers for that time, or is it up to the discretion of each individual company?

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Q. The daughter of one of our executive assistants was recently diagnosed with an illness that will require extensive treatment. Her boss offered her “a few extra weeks of paid vacation” to care for her daughter. He told her this before HR had an opportunity to talk to her about options for time off. We don’t think the special treatment would be received well by staff outside of the executive wing. Do we have to provide what he promised even if it’s against company policy? Is it even legal?

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Q. After making several accommodations for an em­­ployee who was recently diagnosed with epilepsy and assigned a service dog, another employee is now claiming he is allergic. Can we ask for medical documentation to confirm his allergy? And aside from moving him farther away from the dog, are there other accommodations we are required to make for him?

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