The HR Specialist

Q. An employee of ours is requesting a personal day off for religious observance. He is salaried and has exhausted all vacation and personal time. Are we required to give him the day off? …

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On-Call pay

by The HR Specialist on September 5, 2007 12:00am

in Human Resources

Q. Some of our programming staff members, who are classified as nonexempt, must be “on-call” nights and weekends. That means that if we call them on their cell phones or beepers, we expect them to come to work. Is the time spent “on call”—waiting for a potential call—compensable time? …

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Q. We recently terminated an employee and subsequently learned that he damaged company equipment through his own negligence. My boss wants to deduct the cost to repair the damage from his final paycheck. Is this legal? …

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It’s a perennial HR challenge: Determining whether an employee is exempt from the overtime requirements of the Fair Labor Standards Act. We make the job easier with HR Specialist’s free checklist, as well as a free white paper detailing how to comply with the law.

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The Pregnancy Discrimination Act has important implications for how employers treat pregnant women during the hiring process and after, once they become employees. Here are the EEOC’s answers to some of the most common questions employers face.

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A U.S. District Court judge has issued a temporary restraining order that stops the Department of Homeland Security from enforcing new rules on how employers must respond to no-match letters. A groups of civil liberties and labor organizations filed a lawsuit charging that the agency doesn’t have the authority to use Social Security records to crack down on illegal immigration.

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Q. If an employee resigns and gives two weeks’ notice, can the employer tell the worker that he or she is not needed for the two weeks and avoid paying the person for that time? …

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A trio of closely watched national salary surveys say that employers plan to dole out annual pay raises of about 3.8% in 2008. The biggest trend: Employers are devoting an increasing amount of their salary budgets to bonuses. Here’s how to keep your bonus programs fair and legal…

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You have the right to demand a drug-free workplace, but employees also have reasonable rights to privacy. That’s why drug testing and substance-abuse prevention programs carry big-time legal risks if they’re not managed properly. Employers can safely administer drug testing before hiring someone, during a fitness-for-duty test and after a preventable accident …

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