On May 15, 2020, the State of Oregon will require all private-sector employers with one (1) or more employees (based in Oregon) to participate in the OregonSaves program. Open to everyone, the state-run retirement program is intended to make it easier for workers in Oregon to save for retirement by contributing a portion of their [...]
Paperwork can be tedious, especially if you have to do it twice. But how important is the full rehire packet and are there any shortcuts we can take to save some time?
Each company has their own reasoning behind wanting their workers to use up their Paid Time Off, (PTO) but can they actually force you to take your vacation time?
Each time a new labor law is passed or rule approved, there’s typically some ominous warning from the Department of Labor about the dramatic $10k fines as a consequences of inaction or not remaining current. Could that really happen?
Is it possible to classify an administrative assistant as an independent contractor so you can hire them for a 90-day try-out period? This might sound like a good idea, but the short answer is no, you cannot.
Because your employee handbook outlines your company's guidelines and policies, it's important that your employees sign off on having received their handbook. It demonstrates that not only did they receive it, but they are also responsible for knowing its contents. What happens when one of your employees refuses to sign the handbook though?
Work environments can be as diverse as the people working in them. Often times, employees wish to decorate their workstations with personal items to make their spaces feel comfortable while they perform their tasks. What sort of policies can your company put in effect to regulate appropriate workplace displays?
While wage and hour law requires that employees are paid for all time that they are 'suffered or permitted' to work, the question here is whether his attempt to go to a cancelled meeting would count.
Even if an employee has exhausted their FMLA leave for the year, their condition may fall under the Americans with Disabilities Act (ADA). The ADA defines a disabled employee as one who has a physical or mental impairment that substantially limits one or more major life activities including working.
Completely banning cell phones is not something you can legally do. It is, however, possible to create policies that encompass the appropriate time and place for cellphone use.