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?
Read More…
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?
Read More…
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”?
Read More…
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?
Read More…
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?
Read More…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?
Read More…
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?
Read More…
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?
Read More…