Q. The animal care officers who work for us spend 80 percent of their time driving and responding to rescue calls via cell phone. Requiring them to pull off the road while talking on their phones wouldn't work. Is there another way to limit our liability? —D.R., Florida
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Q. Do you recommend mediation for resolving employment disputes? —N.B., Minnesota
The Texas Employee Confidence Index recently reached a high for 2006. The index, which measures adult workers' confidence in their personal employment situation, hit 62.7 in July, up from 60.7 in June and 58.4 in May ...
Q. We have a salaried employee who holds down a second job. Sometimes, she leaves early on Fridays and comes in late on Mondays because the second job overlaps with our office hours. Can we deduct anything from her pay after she has used up her vacation and leave time? Or do we have to pay her even though she leaves early and comes in late? —D.J., Virginia
A Lemon Bay High School music teacher was threatened with being fired if he didn’t quit his part in the Venice Little Theatre’s production of The Full Monty because it features nudity ...
The Georgia House and Senate once again are considering bills that would prohibit employers from banning guns from company parking lots ...
Q. We employ sales and service reps who travel and service stores around the country. They work from their home offices, use their own cars and communicate with us via phone. We classify them as exempt. Is this correct? (Most reps are required to spend at least eight hours at each location. Some drive three hours or longer to get to each store. We encourage overnight stays under these circumstances.) —L.C., Oklahoma
Q. One of our managers resigned a month ago, but she applied for FMLA leave a day before her resignation. Are we under any obligation to return her to a position she resigned from? Are we obligated to offer her a job when FMLA expires? —T.K., Massachusetts
Q. In the December 2000 issue, you discussed the topic of employees with body odor. We also have a staff member with body odor so bad that other staff members have complained and even threatened to leave the agency. The employee has been disciplined several times and required to go home without pay until she agrees to comply with the dress code. At what point can we legally terminate her? —A.S., Michigan
Q. An employee in our plant was directed by a replacement line supervisor to use a machine that he wasn't trained to operate. The employee stuck his hand into the machine to clear a jam and was injured. The plant supervisor fired the employee while he was still in the hospital for operating machinery he hadn't been trained on. Does the employee have a right to sue us if he was actually ordered by the line supervisor to do this job? —K.C.