Q: Our employee was injured at work and he’s out on a workers’ compensation claim. Are we required to carry him on our health insurance plan since this was an on-the-job injury?
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Q: We currently employ 49 people and we’re about to hire one more employee. Will we have to start complying with the federal Family and Medical Leave Act (FMLA) as soon as we have 50 employees on our payroll?
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Question: We have an employee who has indicated that he is allergic to all fragrances and has requested that we prohibit anyone from wearing perfume or cologne in the workplace, banning the use of any scented products. Do we really have to tell our employees what kind of laundry detergent they can and cannot use and that they can’t wear perfume or cologne to work?
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Question: Does the law require employers to have unisex bathrooms even if we don’t have transgender employees?
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Question: To help ensure our wages don’t balloon beyond what the market requires, we set a limit on new hires’ salaries of no more than five percent over what they were making in their prior job. Any problems with this?
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Question: We send new hires through a training program that is worth $20,000. Can we require them to pay us back if they leave the company within two years?
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Q: We know marijuana can stay in a person’s system for a long time, and are most concerned about preventing employees from coming to work impaired by marijuana. Can we change our Drug and Alcohol policy to prohibit “impairment” at work rather than “any detectable level”?
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Q: We have employees at two small facilities in towns that are 60 miles away from each other. One facility has 10 employees and the other has 43. An employee at the 10-employee site has requested leave under the federal Family and Medical Leave Act (FMLA). We don’t believe he qualifies for FMLA because each facility has less than 50 employees. Is that correct?
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Q: Our employee was injured on-the-job and is currently off work under a workers’ compensation claim. Does the federal Family and Medical Leave Act (FMLA) apply when an employee is off work for a workers’ comp claim?
Read More…Q: If we require a non-exempt employee to monitor and respond to email during her off duty time, do we have to pay her for that time, including any overtime that may be triggered?
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