Question: We are terminating an employee and would like to offer severance pay. Should we ask the employee to sign a release agreement and how long should we give the employee to consider whether to sign?
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Question: We have two employees who just can’t seem to get along. One of the employees brought a harassment complaint against the other alleging, among other things, inappropriate sexual advances and cussing. Can we separate the two employees, by moving the alleged victim to another area, and be done with the situation?
Read More…Question: We have two related companies with common ownership. Employees often work a shift with one company and then work a second shift with the other company. As long as the work for each company never goes over 40 hours per week, we don’t have to pay overtime, right?
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Q: Our business isn’t in Seattle but we have some employees who occasionally work there. Do we have to pay the new minimum wage to these employees starting April 1st?
Read More…Question: An employee with a behavioral/mental health disability requested a new supervisor as a reasonable accommodation, saying they no longer get along as the motivation for the request. Is this a reasonable accommodation?
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Q: Do any of the new paid sick leave laws in various cities throughout Washington and Oregon, or the state of California, require employers to pay out unused sick leave?
Read More…Q: If our company pays an employee for their 10-minute rest period, but the employee reports that he didn’t actually take a break from work, are we complying with California wage and hour laws?
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Q: We’re worried that morale could be hurt by employees comparing their salary or wages with one another. Can we prohibit our employees from discussing their wages?
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Question: Our company is working through some long-term performance issues with two employees who are not improving. Both of these employees have disabilities that we are actively accommodating so termination is risky, but do we have to just keep them on forever if they aren’t good employees?
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Q: Our policy against harassment says we will take disciplinary action for any inappropriate workplace conduct, regardless of whether it violates the law. An employee complained of coworkers yelling at him, but it doesn’t seem connected to a protected status, so do we have to take action?
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