Q. Under our written company policy, an employee who fails to give 20 working days' notice before resigning forfeits any earned vacation days. Is this policy lawful? —C.R., Wisconsin
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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Q. We have an employee with an increasing body odor problem. The problem is so bad that co-workers are complaining about having to interact with her. We need to discuss the problem with the employee. Are there any legal issues that we need to be concerned about? —T.M., Texas
Ninety-one percent of employers that provide coverage for fertility treatment haven't experienced a related increase in their medical costs, according to a new survey of 900 employers by Mercer Health and Benefits ...
Q. One of our employees normally reports to a facility. But he's out on workers' comp and is doing light duty in the office, which is an extra hour of commuting time. I know we don't have to pay for his commuting time, but what about his travel expenses? —M.T., Massachusetts
A senior chemist with nearly 20 years of experience in the Department of Environmental Protection (DEP) has filed a whistle-blower complaint ...
A police sergeant who sued the borough of Haledon for discrimination recently won a $450,000 settlement ...
Q. We're a nine-physician medical clinic, and we employ a salaried business manager. She makes less than $100,000 but more than $23,660 per year. Her duties include personnel, hiring and firing, and office work. We don't give her comp time or overtime pay. If she takes a partial day off, she must use vacation time (paid time off). In light of the new (FLSA, overtime) rules, are we handling this correctly? —B.B., Missouri
Q. We require employees to wear uniforms. Can we deduct from their paychecks the money to pay for the uniform or clean it? —L.B., Massachusetts
Q. A long-standing employee recently took leave under the FMLA to give birth, but her twins have many medical complications. She exhausted her eligibility under our disability carrier and isn't eligible for long-term disability because she's not disabled. We want her back, but she can't commit to even 20 hours a week. What are our obligations under the FMLA, and would this individual be entitled to unemployment compensation if we terminate her? —G.B., New York
Q. One of our nonexempt employees was traveling with her boss to other company sites to conduct meetings. After one meeting, she and the boss went to dinner, which the company paid for. During the meal, the employee broke a crown on her front tooth, requiring emergency dental work. Would this fall under workers' compensation? —R.B., Alabama