Q: During an interview, a candidate mentioned that she recently completed an alcohol rehabilitation program. Could we get into any legal trouble if we decide not to hire this candidate?
Read More…Q: Can I use my existing paid time off policy to comply with the new Oregon Sick Leave law without adding any additional time off?
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Q: We have an exempt employee who is in the National Guard. He requested a single day off for duty. Since he’s a salaried employee and he’s working during that pay period do we have to pay him his full salary?
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Q: We recently found out that one of our employees is five months pregnant, and may need to be on bed rest for the remainder of her pregnancy. We’re a small company; are we legally required to give her the time off?
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Question: Our employee filed a discrimination complaint, and during the investigation we discovered that he recently submitted fake letters of reference with his application for a promotion. Can we terminate him for lying without risk of a retaliation claim?
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Q: We’re sending a non-exempt employee to the East Coast for training. Do we have to pay her for all that time spent flying and traveling to the destination?
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Q: Our custodial staff found beer cans in the lunchroom. We don’t know who could have been drinking at work and we’d like to search employee lockers in order to find out. Is that okay?
Read More…Can I require an employee, who parks on company property while at work, to remove a large Confederate flag flying in his truck?
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Q: While doing an I-9 audit, I discovered missing information for an employee’s Form I-94, which is the arrival/departure record that a foreign visitor receives when entering the United States. When I asked the employee, he says he does not have a Form I-94. What should I do?
Read More…Q: We have several employees who don’t meet the overtime exemption requirements, but who prefer to be paid by a salary rather than an hourly rate. The employees really like the flexibility of a salary. Is there any risk to not making them hourly?
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