Q. Our company has been unable to secure financing and will run out of cash in the next four to six months. We may have to shut down and lay off all 200 workers. At what point do we have to notify employees of the possible closing? —R.Y., Maryland
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Q. Our company wants to begin screening applicants for illegal drugs. Can we make job offers conditional on the results of a drug test? —K.P., Louisiana
Q. Our company merged with another company. Are we required to complete a new I-9 form for each employee who worked for the other company, or are these employees "grandfathered" in? —J.M.
Executives from Michigan’s Big Three automakers met with U.S. Department of Health and Human Services’ Secretary Michael Leavitt in late January to sign HHS’s Value-Driven Health Care Initiative ...
When employees complain that they should be earning overtime, it’s smart to settle up quickly if it’s clear that they’re right. Reason: When you fail to properly pay overtime, the Fair Labor Standards Act allows employees to collect twice what they should have earned ...
Q. You recently said that I-9 forms can now be stored electronically. To save on office space and filing time, our department is considering scanning and electronically filing all personnel files and documents. Is this OK? —S.S., California
Q. Can we suggest psychiatric help for an employee who we suspect may be having trouble with substance abuse? And can we require a random drug test? —H.J., Texas
Q. We recently learned that an employee on FMLA leave is working for another company. Can we fire her? —D.G., Arizona
Q. Currently, our company pays 70 percent of employees' health insurance premiums. But we need to either decrease the percentage or possibly ask employees to pay the entire premium. How much notice must we give employees before making such a change? —D.O., Louisiana
Q. We have a point system for absences and lateness. Our no-fault attendance policy states that if employees call off after the start of their shift, they’ll receive two points. What if the reason for the absence is covered by the FMLA? Should the employee still receive the two points? —C.S., Florida