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
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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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
Q. We're going back and forth on this question: On an employment application, can we legally ask about an applicant's prior conviction record or arrest record? —T.F., Nevada
Q. We’re a small business with eight employees. One employee frequently takes off for six to eight weeks with medical problems. She’s done this each year for the past three years. It’s a huge burden because very few people have her training, so we can’t hire a temp. How long do we have to allow her to disappear for months at a time? —M.S., Ohio