"My boss has told all supervisors we must terminate anyone who is late for work, no matter what. But common sense tells me that some situations just can't be avoided (late trains, traffic jams, delayed school openings), and I know we're going to lose some good employees along with some slackers. What can I do to stop this policy from being implemented?"—Ingrid

For years, we have used the same attorney to handle all our legal needs--contracts, leases and so forth in addition to employment law. Now we're getting to the point where I suspect we need an attorney who specializes in employment issues. Any tips on what to look for in such an attorney and how to work with him or her?--Steven, Atlanta

We have a lot of employees asking to take a couple hours off next Tuesday (or the whole day) to watch Barack Obama’s inauguration on TV. We're thinking about setting up a big-screen and buying lunch. Is anybody else doing anything special for this day?—Pat, NoVa

As we've downsized, several of our employees are working across different departments. As they've now got more than one boss, I'm wondering what's the best way to handle their performance reviews. Should one manager take the lead, or is there a realistic way for all to have equal input?—Joe D, New Jersey

"We're revising some of our policies, and I came across an issue I'd like some perspective on. We don't have an anti-nepotism policy, but it seems like we should. What do other company policies say on hiring employees who live in the same household? Do you reference whether supervisory employees can manage employees if they both live under the same roof?" — Don

"Like everyone else, we're having to make some hard decisions about staffing. I accept that. What I can't accept is the haphazard way my company is doing this. People are making cuts department by department, project by project and budget by budget. When the recession ends, I'm afraid we'll be so gutted we won't be able to recover. What can I do now to help our executives think long term even as they deal with short-term business needs?"—Tess, Maryland

"In the past we've turned a fairly blind eye when employeess have used company credit cards for personal expenses. As long as they wrote us a check right away, we let it slide. But now credit card issuers are lowering credit limits and raising interest rates even for good customers like my company. I feel like it's time to clamp down on personal use of our cards. Have any of you done this? Can you share some sample policy language I could borrow?"—Tim, Indianapolis

"I’m looking for a cost-effective Human Resource Information System (HRIS). I’m looking for software that does applicant tracking, performance review management, education & pay increase tracking, etc.  Any suggestions?"—Hilda, Florida

“I’m weighing how I can best advance my career and have been considering going back to school to study for a master’s degree in HR. For all of you who have done so, would you recommend it? Has it increased your earning power or opened up more job opportunities? Or do you think it would be just as smart to pursue some certification program, such as SHRM’s PHR and SPHR designations?” — Christopher, Boston

"My company has 200 employees. I want to replace our manual time clocks and punch cards with a computerized system. I have been looking for a vendor or a software package that can do that. Does anyone have any suggestions on who or what to choose? How much should I plan on spending? Is it difficult to get such a system up and running?"—Clyde W.

“I’ve heard a lot about the ‘Millennials,’ younger employees who are just now entering the workforce in large numbers. They’re supposed to be very tech-savvy and up-to-date on computers, cell phones, Blackberries—and iPods at work too. But they also have somewhat of a reputation as slackers who want their work to be only on their own terms. What’s your experience with these young employees? Are your expectations of them higher—or lower—than for other groups of employees? What’s the key to getting the best performance from them?"—Ted, Illinois

"Even as the local economy has tightened up, we're still hiring. But there's good news and bad news: because unemployment is high, we're getting lots of applications from unqualified people. I'd like to start an employee referral program to encourage our workers to recommend candidates. I hope that will give us a better quality applicant pool. How should I go about setting up such a program?"—Pete, Ala.

Question: "With the economic downturn, our customers aren't ordering nearly as much as they used to. We can't justify our current staffing levels, so we're going to have to lay off about 25 employees. My HR staff and I have been really focused on how to handle that delicately for the people who will lose their jobs. But it's also occurred to us that we need to be ready to answer lots of questions from the people who aren't losing their jobs. What's the best way to announce the layoffs to the "survivors"? What issues do we need to worry about" — Toni in Cincy

"I'm the HR Director for our company. A good friend and co-worker has informed me in confidence that she is planning on resigning pending a job offer she says she'll likely receive. I like my job, I like my boss and don't want to keep this information from him. Where should my loyalty lie? With my friend? With the company?" — C in CA

Question: "I'm the HR Director for our company. A good friend and co-worker has informed me in confidence that she is planning on resigning pending a job offer she says she'll likely receive. I like my job, I like my boss and don't want to keep this information from him. Where should my loyalty lie? With my friend? With the company?" — C in CA

A recent survey showed that job seekers will go to bizarre lengths to land a plum position. Care for a foot massage? Coming right up. How about breakfast every day? You got it! Surely you've got some stories of your own to add to the odd-applicant chronicles. What's the weirdest thing you've ever seen an eager applicant do to win a job? — John Wilcox, HR Specialist editor

Question: A recent survey showed that job seekers will go to bizarre lengths to land a plum position. Care for a foot massage? Coming right up. How about breakfast every day? You got it! Surely you've got some stories of your own to add to the odd-applicant chronicles. What's the weirdest thing you've ever seen an eager applicant do to win a job? — The HR Specialist editors

“One of our employees always wears her sunglasses on top of her head at work. It's definitely odd, but I don’t think it’s a federal offense. The owner of the company, on the other hand, absolutely hates it. He told me to tell her to take off the %&$! sunglasses. Our dress code doesn’t say anything about such nonsense, so I’m at a loss on how to proceed. What should I do?” — Jill, SoCal

Question: “One of our employees always wears her sunglasses on top of her head at work. It's definitely odd, but I don’t think it’s a federal offense. The owner of the company, on the other hand, absolutely hates it. He told me to tell her to take off the %&$! sunglasses. Our dress code doesn’t say anything about such nonsense, so I’m at a loss on how to proceed. What should I do?” — Jill, SoCal

“Last winter we went through a six-week stretch when it seemed like everyone in the office was just passing around the same cold and flu bugs. I think I had the same cold three times! Is it OK to have a policy that says if you’re sick you must stay home? Does anyone have experience enforcing such a “quarantine” order?” — NT, Rhode Island

Question: “Last winter we went through a six-week stretch when it seemed like everyone in the office was just passing around the same cold and flu bugs. I think I had the same cold three times! Is it OK to have a policy that says if you’re sick you must stay home? Does anyone have experience enforcing such a “quarantine” order?” — NT, Rhode Island

"I have reason to believe one of my employees in HR (who has access to everyone’s salary info) has been gossiping about what we pay various employees. I gave the standard speech about confidentiality during a meeting, but it seems this talk has continued. What’s next? An investigation? A stern but general talking to? A formal reprimand? I’m really dreading whatever it is."—HR DIR

Question: "I have reason to believe one of my employees in HR (who has access to everyone’s salary info) has been gossiping about what we pay various employees. I gave the standard speech about confidentiality during a meeting, but it seems this talk has continued. What’s next? An investigation? A stern but general talking to? A formal reprimand? I’m really dreading whatever it is."—HR DIR

What is the best way to deal with an employee who you think is getting ready to start their own business and is soliciting current and former clients for future business?—Dottie, Calif.

Question: What is the best way to deal with an employee who you think is getting ready to start their own business and is soliciting current and former clients for future business?—Dottie, Calif.