Q. If, according to the revised Labor Department regulations, we've been improperly classifying certain employees, would we need to go back and reimburse them? At that time, we thought they were properly classified. —Becky, Texas
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Q. Is there a law that states the number of hours necessary to be considered full time for being eligible for paid holidays? Our handbook says an employee who works fewer than 40 hours a week is considered part time. An employee who works 34 hours a week wonders if he should be eligible for paid holidays. Our handbook says he's not. Is that OK? —B.D., Michigan
Q. Our CEO changes his mind constantly. After we agree on a project, he'll come back to me a day or two later with a different plan. How can I pin him down? —L.G., South Carolina
Q. In the October 1999 issue, you explained that nonexempt employees who work more than 40 hours in a week are entitled to overtime for all hours over 40, regardless of whether the overtime was authorized. Do we owe overtime if a nonexempt employee works more than his or her scheduled hours even if the total number of hours worked does not exceed 40? —J.P., Illinois
Under the Immigration Reform and Control Act (IRCA), employers must verify the employment eligibility of all new hires within three days of the date of employment. Both employer and employee must sign an I-9 form that lists the identifying documents the employee presented to verify his or her eligibility. The law is now enforced by the Department of Homeland Security (DHS) ...
New IRS and Labor Department rules make it easier to offer financial incentives to employees for meeting health goals (such as health-plan premium differences between smokers and nonsmokers) ...
Legislation proposed in at least 10 states would guarantee employees the right to keep registered guns in their cars while at work ...
Q. I have an employee who says that our drug-testing program is a violation of his constitutional rights. What can I tell him (or show him) to prove that we’re well within the law? —S.H., Texas
Q. We post employees' vacation schedules in the employee lunchroom. Occasionally, outside visitors or customers visit the lunchroom, too. Some employees have complained about this posting policy, saying it borders on invasion of privacy. Are they right and should we stop doing this from a legal standpoint? —M.M., New Jersey
Q. Do employees paid through a temporary agency count toward the 50-employee eligibility number for the Family and Medical Leave Act? —M.S., New Jersey