Q. I am in the process of interviewing candidates for an administrative position. This person would work very closely with me, and I need to trust him or her completely. Can I bring in a polygraph expert and use lie detector tests during the final interviews?
Q. We suspect that one of our employees is a victim of domestic violence. What are the leave requirements for domestic violence victims under California law?
Q. We recently started permitting one of our employees to telecommute on certain days of the week. We are concerned about tracking this employee’s hours. What wage-and-hour concerns should we consider for telecommuting employees?
Q. With the upcoming presidential elections, conversation among our employees has increased concerning the candidates and their positions on certain issues. I overheard an employee supporting Donald Trump, a candidate who goes against all of my core beliefs. Can I tell him that any employee of mine cannot support Trump?
Q. A former employee asked me to provide a reference to a prospective employer. While he left our company on good terms, he had lateness problems, his performance was substandard, and I was not fond of him. Can he sue me for giving him a bad reference?
Q. My company is headquartered in San Francisco, but I have several employees throughout California, including in Los Angeles. What are my obligations with regard to the new Los Angeles minimum wage ordinance?
Q. Our company needs to hire computer programmers to create, maintain, and update internal software, and to develop apps to give to our clients. I have heard about a “computer workers” exception from overtime. What exactly is the exception and can I apply it to my computer programmers?
Q. Does the recent U.S. Supreme Court decision on same-sex marriages have any effect on us with regard to the Americans with Disabilities Act?
Q. I heard that there have been increases in the IRS penalties that employers have to pay for failing to file (or filing incorrect) tax documents?
At some point the question becomes not whether you need to dig deep into a case of workplace misconduct, but who you’re going to get for the task. Here are some guidelines.