Q. We’ve begun paying FLSA exempt employees 20% less per week and asking them to work 20% fewer hours. Some still continue to work far more hours. Can we legally do this, or must the employees report the actual number of hours they worked on their time sheets, even though they’re only receiving 80% of their regular salaries?
Q. Once a year, we have employees show a picture ID and provide a signature that allows them to authorize someone else to pick up their paychecks for them. If an employee doesn’t provide ID and a signature, we will mail the check or hold it until he or she personally picks it up. Is this legal?
Q. When employees get married, do we need new W-4s to show the new name? And do we need new I-9s?
Q. Can we open an employee’s personal space or belongings—such as her locker, purse or desk drawer—if we suspect she is stealing?
Q. We have a nonexempt salaried employee who normally works Monday through Friday. We pay her biweekly. She took a weeklong vacation, which normally would come out of her paid time off (PTO) bank. We had a customer emergency and called her into work on the Saturday of her vacation week. How should we pay her? …
Q. Can we legally reduce the hours of full-time employees in one of our divisions because it needs to cut overhead?
Q. If an employee constantly calls in sick because of migraine headaches, how can we verify the real reason for the absences? Can we ask for information each time the employee is absent?
Q. We run a carry-out/catering kitchen. Can we legally tell all our employees and customers that they can’t smoke on the property?
Q. Is it wrong to ask new hires to sign job-offer letters? We ask for a signed copy as part of documenting that they were informed that employment was “at will.” Is this inadvisable?
Q. I’m the HR director, and our discipline policy is very complicated and has several categories of offenses. It says that if employees commit offenses that may result in suspensions of more than three days, employees are allowed a pre-disciplinary counseling conference. My boss thinks we should skip that conference if the employee has already been counseled for a prior offense within the past 12 months. I’m concerned that this deviates from our policy. Can we do this?