If you answered “no,” chances are you are violating the Fair Labor Standards Act (FLSA). The FLSA is the federal law that requires employers to pay overtime at the rate of 1.5 times an employee’s “regular rate” of pay. You’re probably thinking, “I already do that!”
Employers are sometimes forced to walk a fine line between I-9 compliance and national origin discrimination. One situation that poses risks on both sides of that line occurs when an employee tells you that they have a “new” Social Security number.
Here’s the scenario: Bob is your Marketing Manager and has worked for your company full-time for the last 12 years. Bob recently learned that he needs to have knee surgery and informs you that he will need to miss 6 weeks of work while he recovers.
Your revised policies are only as good as (1) their publication, and (2) your supervisors’ and employees’ ability to understand them. In order to ensure both, training your employees is necessary, and in some states, required.[1] Here are a few tips to ensure that…
It depends on the amount you are trying to recover and how you go about recovering those funds. This issue often comes up because an employee negligently damaged company property or failed to return company property at the end of their employment.
One of your employees was just arrested… Or, you have become aware that a new hire was convicted of a crime… You can terminate the employee, right? Not so fast.
In the employment context, arrest records and conviction records are analyzed differently, and neither should be used to automatically bar employment.
If you answered “no,” chances are you are violating the Fair Labor Standards Act (FLSA). The FLSA is the federal law that requires employers to pay overtime at the rate of 1.5 times an employee’s “regular rate” of pay. You’re probably thinking, “I already do that!”
Employers are sometimes forced to walk a fine line between I-9 compliance and national origin discrimination. One situation that poses risks on both sides of that line occurs when an employee tells you that they have a “new” Social Security number.
Here’s the scenario: Bob is your Marketing Manager and has worked for your company full-time for the last 12 years. Bob recently learned that he needs to have knee surgery and informs you that he will need to miss 6 weeks of work while he recovers.
Your revised policies are only as good as (1) their publication, and (2) your supervisors’ and employees’ ability to understand them. In order to ensure both, training your employees is necessary, and in some states, required.[1] Here are a few tips to ensure that…
It depends on the amount you are trying to recover and how you go about recovering those funds. This issue often comes up because an employee negligently damaged company property or failed to return company property at the end of their employment.
One of your employees was just arrested… Or, you have become aware that a new hire was convicted of a crime… You can terminate the employee, right? Not so fast.
In the employment context, arrest records and conviction records are analyzed differently, and neither should be used to automatically bar employment.
Troester Sharpe, P.C. is a boutique management-side employment law defense firm providing legal strategies and HR solutions to employers to help improve their workplace and their bottom line.
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