Q. We give employees the choice of using two 10-minute breaks each day or combining them into one 20-minute lunch break. The employees are required to punch out and in for these breaks. Now, we have a policy that docks employees 15 minutes if they're four or more minutes late returning from a break. Is this legal? —J.B., Texas
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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Employers may end up the unintended victors in a potential prescription-drug price war in Florida. When Wal-Mart, the nation's largest retailer, announced recently that it would sell generic drugs for just $4 per prescription, it didn't take long for Target, the second-largest retailer, to follow suit ...
Despite calls for a moratorium on such mandates, state legislatures continue to require that insurance companies cover specific tests and treatments, which leads to increases in employer health premiums ...
Q. We are a not-for-profit agency working with developmentally disabled clients. Some of our therapists moonlight with private patients. Should we allow this? If not, how would we word a policy statement forbidding it? —B.B., Maryland
The U.S. Agency for Healthcare Research and Quality, part of the Department of Health and Human Services, has introduced a database of average annual health care costs for workers and employers in major U.S. cities ...
Q. You recently said that I-9 forms can now be stored electronically. To save on office space and filing time, our department is considering scanning and electronically filing all personnel files and documents. Is this OK? —S.S., California
Q. Can we suggest psychiatric help for an employee who we suspect may be having trouble with substance abuse? And can we require a random drug test? —H.J., Texas
Q. We recently learned that an employee on FMLA leave is working for another company. Can we fire her? —D.G., Arizona
Q. One of our employees is on leave after giving birth. She may qualify for a position that recently opened up. Do we have an obligation to notify her of that opening? —R.D., Ohio
Q. We've had a number of suspicious injuries at work this year. We don't want to jump to conclusions, but how can we determine if these injuries are part of a workers' comp insurance fraud scheme? —K.H., Mississippi