Q. I read in your publication that if an applicant isn't hired, we should retain the application for at least three years. I've heard elsewhere that applications should be kept for only one year beyond the date the position is filled. Have the rules changed? —S.C., Washington
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Q. Due to recent snowstorms, some employees have not been able to get to work. Can we dock the pay and/or accrued leave of employees who do not come to work? Can we do so even if the office is closed? Our attorney told us that the Fair Labor Standards Act does not apply to us because, among other things, our gross sales are under $500,000. —A.I., Maryland
Employers report that they'll be dishing out average pay raises of 3.5 percent for exempt and nonexempt employees in 2007, the same level that they're currently paying in 2006, according to a new Conference Board survey of 441 companies ...
At Best Buy headquarters in Richfield, Minn., leaving work early doesn’t trigger a guilt trip for employees, as long as their work is finished. The Results-Only Work Environment (ROWE) initiative makes it possible ...
A committee of the U.S. House of Representatives approved legislation last month that would ban employers from collecting genetic information from employees and applicants and prohibit the use of genetic tests when making employment decisions ...
Q. We have an employee on intermittent FMLA leave who periodically faints at work, is carried away in an ambulance, is off for a few days and then returns. Her position is critical. Do we have to continue with these absences? —R.R., Massachusetts
Q. We're afraid that a previously injured worker returned from medical leave too early. Can we require him to take additional leave if it's obvious that the injury is still hurting his job performance? —M.D., Wyoming
Q. An employee told her supervisor that she needed surgery. We approved time off under the FMLA with the understanding that she would provide certification after the leave began. We later discovered that this “necessary” procedure was liposuction. Can we revoke approval of medical leave under FMLA and convert sick hours used to vacation hours instead? Can we fire her based on inappropriate use of the FMLA? —T.S., Florida
Q. We're a church with six full-time employees, three part-timers and six musicians who are paid per performance. Are we subject to FMLA? And who counts as an “employee” under the law: full-time, part-time and on-call workers, such as our musicians? —E.E., North Carolina
Q. To protect my business's trade secrets, do I need to have all my employees sign employment contracts that include a trade-secret clause? —K.R., Michigan