Q. Some of our employees routinely ask to use FMLA when they are five, 10 or 15 minutes late. It creates a scheduling nightmare and hurts morale. Does FMLA cover employees who are consistently tardy for work? —M.P., Florida
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Q. Can we change employees' work hours on short notice by altering their schedules? Also, we have a part-time employee who's been employed for a few months working 32 hours a week. She's preparing to return to work after recovering from a car accident. Can we reduce her work hours? —J.L., Maryland
Q. Our company of 15 employees manufactures labels in California. We have an employee whom we want to move from the day shift to the swing shift. Although this employee has the most seniority, he has the least experience with the presses we run during the day. When we told the employee of our plans, he said that moving him would be illegal. Is he correct? We are worried that if we move him and he quits, it won't be the last time that we hear from him. —T.R., California
Q. An employee took FMLA leave Sept. 1 due to job stress. In October, she had an operation for carpal tunnel syndrome. Workers' comp ruled that her absence was work-related and it dated her workers' comp claim back to Sept. 3. So, they're now saying that her FMLA leave won't start until she is officially released from workers' comp. Do we need to keep a job open for her indefinitely? —F.W., Nevada
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
Q. How long is a company supposed to keep paper records? We'd like to throw out some of our old, archived paperwork. —B.H., Pennsylvania
Q. What should we keep in personnel files? —G.T., Missouri
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