Posts in Scheduling Category (page 2)

Recently a floor supervisor got involved in a disagreement between two workers. One worker was shouting at the other and the supervisor got loud trying to control the situation. How should we respond?

First, the floor supervisor behaved inappropriately and should be reprimanded. This should not be done in front of the workers, though, so that the supervisor’s authority is not undermined. Shouting at a worker is not appropriate and the supervisor should…

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Can we excuse the employee seeking the job-related degree for being late due to classes or exams while penalizing the employee who is seeking the non-job-related degree for the same offense?

Although this is discrimination it is not illegal discrimination. Discrimination based on the education of a worker is not specified in the Civil Rights Act of 1964. There are many forms of discrimination that are perfectly legal. It is important…

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I am considering paying non-exempt new-hires a bonus ($400-$600) after successful completion of training instead of paying an hourly salary during the 2-4 week training period.

This is completely illegal under both federal and state law. Workers must be paid for hours worked. Mandatory training time is considered time worked. This is even truer if the training is on the employer’s premises. Call centers receiving calls…

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What is the normal approach to educational financial assistance for a company of less than 100 employees? What are the risks and what are the repayment options if the employee resigns.

The majority of companies do not offer educational benefits to employees. There are no hard and fast rules but the most common approach is to reimburse employees for educational expenses after the class is passed with a certain grade. This…

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How can we deal with employees that cry “discrimination” every time a policy violation is corrected?

The employees of the company need to be re-educated in exactly what “discrimination” is. It is not the fall-back defense for “my supervisor is being mean to me”. A short training class for all employees is a good way to…

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When an exempt employee misses part of a week for intermittent maternity leave, do we have to pay for the entire week?

Maternity leave under FMLA can be complicated. Intermittent leave for baby bonding is not an employer obligation. Intermittent leave for prenatal care must be permitted. When calculating pay, the employee’s exempt status is considered. Under FMLA, an exempt employee’s pay…

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If an employee returns to work on a day following a paid holiday after an approved un-paid leave should he/she be paid for the holiday?

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…

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In employee-to-employee discussions is it inappropriate for one employee to complain about another employee’s use of FMLA?

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…

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What is the accepted and appropriate way to pay for travel time? Is it legal to pay employees a different rate for travel time?

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…

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How can we be sure our employees receive their “holiday benefit” when some of them are required to work on holidays to meet client demands?

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…

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