Inappropriate Remarks No Reason Not to Investigate Harassment Claim
An employee has filed a sexual harassment complaint; however, her co-workers have noted that she herself makes a lot of lewd jokes and uses...
Hot Weather No Excuse to Abandon Dress Code Requirements
During a recent heat wave, several employees showed up for work with visible tattoos, strappy tops, and flip-flop shoes. This is all in violation...
Medical Certification for Family Leave: Stay in Touch with Employee
Our employee went on family leave on March 1 (for which she was qualified). Our outside leave administration company disallowed the claim due to...
Request for Religious Accommodation: Interactive Process Key
My employee is asking for a month off due to her religion, which requires that she not work after dark for about a month....
Workers’ Comp: Pay for Follow-Up Doctor’s Appointments Not Required
My employee sustained an injury on the job a few months ago. He is claiming that we have to pay for his doctor’s and therapy appointments. Is this true?
Religious Beliefs, Gender Identity and Harassment Prevention Training
We have a new hire who says the harassment prevention training section on gender identity is against her religious beliefs and asks to skip...
Even in ‘At-Will’ California, It’s Wise to Follow Disciplinary Process
We opened up an office in California recently. We have a couple of problem employees, but I heard California employment is “at-will” and we...
Terminating Employee on Workers’ Comp Involves Delicate Decisions
We are a smaller employer with only 16 employees, and we have an employee who has been on workers’ compensation for more than eight...
Workers’ Comp: Ways to Protect Employee’s Health Benefits
We have an employee who has been on workers’ compensation leave for a few months. How long do we have to continue to pay...
Layoffs Involve Some Strict Rules with a Bit of Employer Discretion
Due to a number of reasons, we are going to have to lay off a few employees. I have heard that there are certain...
Moonlighting OK, But Not Job Performance/Attendance Issues
Can California employers require employees to submit written notification/disclosure that they have a second job?
California is very protective of employees who engage in “lawful...
Mental Stress Leave: Time with Employer Among Eligibility Factors
During the past two years, we’ve had several employees claiming they are dealing with depression and anxiety/stress. Can they file for leave under the...
Things to Consider When Deciding on Disability Leave Extension
We have an employee who has been out on disability for almost a year, but we can’t let him go because he’s on disability....
Classifying Long-Term Worker as ‘Temporary’ May Cause Problems
I hired a temporary worker a few months ago. I saw that under work classifications, a temp’s time can be extended for one additional...
Interactive Process Key to Accommodating Employee with Disability
We have a new hire who, after being hired, disclosed a physical disability. She indicated that we need to accommodate her, and I have...
Many Factors to Consider When Employee Asks for More Leave Time
Our employee has used up all of her federal Family and Medical Leave Act (FMLA) leave, but called today to request an extension of...
On-Site Drug Testing: Remember to Support Need, Confidentiality
We’ve been bringing our employees back into the office, and pursuant to our “reasonable suspicion” drug testing, would like to conduct in-house drug testing....