Q. We have a maintenance employee who we will soon put “on call” for various shifts (occasionally at night) to fix equipment. How should we handle his on-call pay? —E.P., Rhode Island
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.
Q. We get numerous unsolicited résumés through e-mail and regular mail. Do we have any duty toward these individuals? Do we have any obligation to keep the materials they send? —R.B., Illinois
It looks like comprehensive federal immigration reform will have to wait. Immigration rallies in the spring and summer rattled lawmakers to attention, as both the House and the Senate passed separate bills aimed at addressing border control and illegal employment ...
Consumer-directed health plans may become all the rage in the future, but they’re slow to catch on so far ...
New York employers are cheating the state workers’ compensation system to the tune of $500 million to $1 billion a year, according to estimates in a Fiscal Policy Institute (FPI) study ...
Q. As part of our new employees' noncompete contracts, we've started including a clause that requires employees to repay the company (through payroll deduction) for training costs if they quit or are fired within one year. Are we OK legally? —S.M., Kentucky
Q. I believe that one of our employees falls within the administrative exemption under FLSA, but I'm not sure if he “regularly exercises discretion and independent judgment.” How can I make that determination? —A.C., Mississippi
Q. I run a small advertising office. A college student has asked to join our staff for the summer. She proposed to work every day for a couple months at no cost. It would be great to get some free help. Is there anything wrong with hiring her? —G.I., Maryland
Q. We're afraid that one of our employees may have been subjected to discriminatory behavior. But she hasn't filed a complaint. What should we do? Do we have an obligation to bring it up and investigate even if she declines? —S.P., Louisiana
Q. My company offers 10 weeks paid maternity leave. Recently, a male employee asked whether he could take maternity leave. I said no, only women are eligible to take such leave. Was I right? —K.R., Maryland