Q. One of our managers was talking on his company cell phone when he struck and injured a pedestrian. Can the pedestrian sue the company? —P.L., Washington
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
You can no longer rely on the "motor carrier exemption" in the Fair Labor Standards Act to avoid paying overtime to delivery drivers who use vans and pickup trucks on their routes ...
For nonexempt employees making below $15 an hour, it's wise to set merit raise potential at twice each year, not just annually, said Sharon Koss, a compensation consultant in Seattle. Why? Hourly workers need a goal to shoot for and a reason to work hard. Waiting a year for a raise is too long.
How much does having a smoker on staff add to your costs? On average, smoking breaks and higher health costs related to smoking cost employers the equivalent of nine weeks’ lost productivity per year ...
Take note if you automatically deduct meal periods from your hourly employees’ total hours worked: Although making that deduction isn’t technically illegal and doesn’t by itself violate the Fair Labor Standards Act, it's a dangerous practice ...
Q. If our company hires seasonal employees for the holidays and then releases them after the Christmas rush, are we responsible as the last employer that will have an unemployment insurance claim placed against it? —B.B., New York
Q. Is it legal to terminate an employee because he makes a high salary? —J.L., Arizona
Q. Should our employee handbook include a statement that gives us the right to terminate employees “at-will?” Our headquarters is in New Jersey with another office in Connecticut. —J.W., New Jersey
Q. Can our company freely change its paid-holiday policy? Are we bound by certain federal or state laws on holiday pay, for instance? —D.C., Oklahoma
Q. If a pregnant employee is salaried and is missing two days of work a week, can we legally make her an hourly employee? When the employee was hired, her contract should have been hourly. Is it legal to change the basis of her pay now? —C.H., Michigan