Q. We’re considering giving cell phones to our field employees, rather than desk phones. What kind of policies should we have in place for personal cell calls on those phones? —J.B., Florida
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. I was interested in your recent article discussing reverifying employees' I-9 documents when they expire. Does this mean that if a worker shows a driver's license as verification, we need to ask for the worker's new number and recheck the information when the license expires? —H.F., Florida
Q. A salaried supervisor was unable to handle the stress of his job and requested a transfer. Six months ago, we moved him to a rank-and-file hourly position, but we left him at the higher salary. I think I'm being unfair to the other co-workers in that position. May I reduce his wages to the hourly rate? —C.T., Iowa
Q. We allow employees to use their company-issued cell phones for personal purposes up to a certain number of minutes every month. A recently discharged employee exceeded her monthly allotment. Can we recoup the cost of these extra minutes by withholding the amount from her last check? —P.P., South Carolina
A new report from the Department of Homeland Security's Office of Immigration Statistics says Texas is the second most popular destination for illegal migration. Only California is home to more illegal workers and residents. Florida rounds out the top three spots ...
Federal law (specifically, the ADA) says you must accommodate a person’s qualified disability, but that doesn’t mean you must say “Yes” to every accommodation request from every ailing worker. But it’s a tough call on when you legally can say “No.” ...
Courts have consistently ruled that deaf employees are entitled to sign language interpreters during training sessions.... They may also need specialized equipment or software to perform their jobs. But do you need to provide an interpreter or specialized equipment during a disciplinary meeting? ...
Q. Our policy is to run FMLA and short-term disability (STD) concurrently. FMLA is for 12 weeks of job-protected leave. STD is for 26 weeks, with proper medical documentation. At what point can we terminate an employee, at the end of 12 weeks, when FMLA leave is exhausted? And, if so, do we end short-term disability payments, since the employee has been terminated? —E.A., Georgia
Q. How serious is it if written job descriptions aren't in place for employees? Is it safe to draft them even after a termination that could result in a lawsuit? —B.B., New York
Q. During a recent Internet chat room exchange, an individual self-identified as an employee came to our company's defense over a recent drop in stock price. The employee came dangerously close to disclosing information about earnings that were not yet public. What should we do? —C.F., New Jersey