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Q. We operate a fitness club and employ many fitness class instructors. They have time between classes that ranges from 15 minutes to several hours. They are free to spend that time anyway they want, on or off premises. Do we have to pay them for the time between classes?
Under most states’ wage payment laws, each failure to provide a pay stub to an employee counts as a separate violation. A new court ruling shows how liability can add up quickly … and it serves as another cautionary tale about mislabeling employees as independent contractors.
Q. One of our employees ran an errand for us to pick up $700 in cash. He says he lost it. Can we make him pay it back?
After the 2008 amendments to the Americans with Disabilities Act (ADA), many more employees are now considered to have job-protected “disabilities” under the law. So when it comes to employee leave, what’s a “reasonable” accommodation for disabled people?
Issue: Maintaining personnel files is a chore, but it's the most important element in defending lawsuits and regulatory claims. Risk: Failing to organize your files correctly exposes you to civil ...
Q. One of our employees tripped and fell at work. Days later, he came in with a doctor’s note ordering light-duty restrictions. The doctor’s note also ordered an “ergonomic workstation study” to be done by the employer. Is this something we are obligated to do?
The National Labor Relations Board has ruled the use of a 16-foot tall inflatable rat outside a hospital in Brandon does not violate the National Labor Relations Act, even though the hospital is not directly in conflict with the union. Unions have long used rats as symbols for businesses that oppose organized labor.
More than 100 hospital workers have returned to work following a strike that prompted the Salinas Valley Memorial Healthcare System (SVMHS) to lock them out for two days.
Restaurants and retailers often have strict dress codes for employees; for example, black polo shirts and khaki pants. These aren’t uniforms—there aren’t any logos on the shirts—but the goal is to create a consistent look for employees. The best approach may be to pay for employees’ clothing rather than risk class-action litigation over who should be covering the cost.
When an employee owes the company money, it may be tempting to simply deduct it from his or her next paycheck. But in New York, that can be a big mistake. Over the past couple of years, the New York State Department of Labor has issued several opinion letters that significantly narrow its interpretation of New York Labor Law Section 193.