Q. Can we require full-time nonexempt employees to attend work-related functions after regular hours? If so, should this time be compensated? —M.A., Texas
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Q. In light of the recent anthrax attacks, we are concerned about the potential health risks to our employees from handling incoming mail—and the potential legal risks to us. What should we be doing to protect them and ourselves? —V.B., Ohio
Q. When we win contracts, we recognize employees with cash awards. But these awards may be given to only the select few employees involved. Is this legally OK? —G.J., Alabama
Q. When employees get married, do we need new W-4s to show the new name? And do we need new I-9s (which, I assume, would require supporting documentation in the new name)? — M.G., Washington
Florida boasts five of the 10 hottest labor markets in the country, according to a recent Bizjournals study ...
No matter how highly educated your employees are, they’re probably not professional investment experts. Yet it’s likely your organization has shifted responsibility for retirement savings to those employees. But now the Pension Protection Act of 2006 makes it safe for employers to arrange for employees to receive personalized, specific advice on investments ...
The EEOC has recently stepped up efforts to combat national-origin discrimination. Because the agency had concluded that speaking another primary language such as Spanish may disadvantage some employees, it’s pushing for a tight limit to when employers can enforce so-called English-only rules ...
Q. We have several employees out on workers' comp claims. Our policy is to pay for the employee but not dependents. How can we terminate the group insurance for employees who are out on workers' comp for more than three months? —M.O., Washington
Q. We're an at-will employer. Is there a law (or advisable benchmark) regarding how long we can hire temporary staff before they must be either hired on a permanent basis or released? —D.A., Michigan
Q. Our maternity leave policy offers paid leave for female employees who plan to return to work after the birth of the child. If the employee quits before returning to work, she's required to reimburse the company for the paid leave. Is this lawful? —A.C., Maryland