The answer to this question is related to two factors: whether the leave was FMLA or non-FMLA and if the holiday and the first work day were in the same payroll week. In the case of FMLA approved leave the…
This is absolutely illegal and the employer must put a stop to it immediately. The FMLA, in addition to permitting 12 weeks of unpaid leave, protects employees from harassment by employers or coworkers for using FMLA. The law looks on…
Under Federal Fair Labor Standards, employees need not be paid to travel between their home and work. When work requires travel between worksites they must be paid. If the workers are required to report to the office, the office is…
Common practice is to pay 8 hours of holiday pay in addition to the hours worked during the holiday week. Holiday pay does not apply to overtime calculations. Some companies will give the employees who work a day off in…
This has been a myth for many years. There may have been some ancient rules that caused this myth to persist but it is not true. Most states including Massachusetts allow waiting for the next scheduled pay day. State laws…
HR issues can be a real headache for small businesses. It might be a good idea to take some HR classes to prepare for future HR issues. State laws vary, making it important to be aware of specific state regulations.…
The employee’s file should reflect the fact that the employee voluntarily quit. This is, in fact, the truth since you did not fire the worker. A voluntary quit will disqualify the worker from unemployment benefits and prevent the company from…
Some state agencies and companies view the term “Terminated†as meaning “fired for misconductâ€. Other organizations have a much simpler meaning – “Terminated†means “no longer working for the company†without any additional implication. It is safer (from the employee’s…
The WARN acts (Worker Adjustment and Retraining Acts) apply to both permanent and short term layoffs when a facility will be closed. If you are laying off 100 or more workers you must give 60 days notice to the employees,…
This action by the employer was not wrongful termination. While there are no laws that require confidentiality about promotions, many companies have such a policy in place. Discussing the promotion prematurely (apparently in public) you showed poor judgment that caused…
