Q. How far can we go to make sure that employees aren’t taking advantage of our company while they’re out on workers’ comp leave? Can we, for example, call them at home to make sure they are resting and not out working another job or abusing the system? —D.V., Illinois
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Q. When do we have to count “on-call” time as hours worked?—L.G., California
Q. Our company policy says employees who work on holidays are paid time-and-a-half. If an exempt employee works on a holiday, can I pay him time-and-a-half? —R.E., Iowa
Q. To hold down litigation costs and resolve disputes faster, we're thinking about requiring employees to sign arbitration agreements that would make them arbitrate employment disputes instead of going to court. Are these agreements legal? —C.R., California
A recent U.S. Labor Department action shows how aggressively the federal government is going after employers who don't follow the letter and spirit of the Service Contract Act. The law requires employers that perform services on federal contracts to pay service employees no less than the wages and benefits prevailing in the locality ...
The Michigan Court of Appeals ruled in February that the state’s amendment banning gay marriage prohibits public employers from offering domestic-partner benefits ...
Jocks & Jills, Atlanta’s popular sports bar, has filed for Chapter 11 bankruptcy following a recent $2 million verdict for sexual and racial harassment ...
Q. An assistant manager has been out on disability leave for four months, and she's requested another two months. I want to eliminate the position. How long do I have to keep the position closed before reactivating the job title and responsibilities? —K.J., Mississippi
Q. Our company doesn't want to consider unsolicited résumés as applicants. We are trying to come up with a legally sound definition for “applicant” so we can write an official policy. —H.D., Wisconsin
Q. Are there any legal restrictions on whether we can interview and hire a relative of one of our current employees? —J.D., North Carolina