Q. Awhile back you suggested that we provide transportation home for employees who suffer an illness that could be work-related. Would that apply to company parties for which employees' attendance is voluntary? —C.K, Illinois
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President Bush has appointed John R. Vaughn, a retired Florida executive, to the National Council on Disability (NCD). He joins 14 other board members studying the ADA's impact on the disabled ...
File this one under "unintended consequences": In an effort to save money, the Fairfax County, Va., government established 4,500 miles as the annual usage minimum for keeping a county vehicle. Employees who fall below the limit lose their cars ...
Q. For years, we’ve always had salaried employees. But we have many employees who always come in late and leave early. This is hard to track. We are thinking of making them hourly employees and getting a time clock. If I make them all hourly employees, I know that I have to pay overtime, but it might be worth it. Can I legally change their status from exempt to hourly, or are some employees required to be salaried? —B.B., New York
Lyndhurst-based Quest Diagnostics, the largest U.S. provider of diagnostic tests and services, has sued a former employee for allegedly taking confidential client information to benefit its arch rival ...
Q. Would FMLA leave apply to an employee who requests leave time to care for her daughter who is over age 21 and married? The daughter's illness required hospitalization, but her husband is overseas on active duty with the military. —D.S., Georgia
Q. We've had a disabled worker on staff for five years. He's consistently absent or tardy and has trouble working with others and keeping up his job duties. We adjusted his hours, but his poor work forced us to reassign some of his duties and even hire another person to help carry the load. What can we do? —F.F., Texas
Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation? —R.M., Illinois
Q. We have a payroll manager who handles our payroll and FMLA policies. In our last audit, we were told that because her primary duty is payroll, she did not fall under the administrative exemption. Is that true? —Juliette, Florida
Q. Can I consider safety in deciding whether to hire an applicant or retain an employee with a disability? —G.P., Pennsylvania