Susan Lessack — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 20
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Susan Lessack

Q. One of our salaried employees is pregnant. She brought in a doctor’s note that says she can work only six hours per day. Can I either reduce her pay or have her work six days a week?

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Q. We send formal offer letters to job candidates for certain positions. Could such letters legally bind us, and would we be smarter to avoid them?

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Q. Is it legal to offer some employees, but not others, stipends to help with rent or lodging?

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Q. Two of our employees are having a romantic relationship. One is married. The wife of the married employee came to our facility and demanded to speak with the other woman. We didn’t permit them to speak on the premises. Can we do anything to discourage employee romances or is that strictly off-limits?

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Q. Can we reduce the severance amounts cited in employment agreements we have with certain staff as long as we notify them of the change?

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Q. Can a business require employees to use direct deposit to receive their pay?

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Q. We’re afraid that a previously injured worker returned from medical leave too soon. Can we require him to take additional leave if it’s obvious that the injury is still hurting his job performance?

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Q. An employee took time off to be with her husband who had a heart attack. We only have 30 employees. Management was very upset and wouldn’t let her take any paid time off and wouldn’t guarantee her position. She had accumulated several weeks of sick and vacation time. Can the company keep her from taking paid time off to care for her husband?

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Q. Our policy is to run FMLA leave and short-term disability (STD) concurrently. The FMLA is for 12 weeks of job-protected leave. STD is for 26 weeks, with proper medical documentation. Can we terminate an employee at the end of 12 weeks, when FMLA leave is exhausted? And, if so, do we end STD payments, since the employee has been terminated?

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Q. Is it mandatory for a nonexempt employee to take at least a 20-minute meal break after working a certain number of hours?

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