Q. When an employee fails to clock in or out properly, our payroll department withholds that day's pay until the next pay period as a form of employee discipline. My understanding is that an employer can't hold back portions of pay as punishment. Am I right? —J.A., Georgia

Q. Is it true that under a recently passed law, our company no longer can request copies of picture I.D. and Social Security cards? —A.G., Texas

Q. Since Sept. 11 and due to the economic doldrums, some of our employees have not been the same emotionally. We’ve tried to be patient and understanding, but they seem to need something else. We’ve heard that some companies are contracting with corporate ministry services. Is this practice legal or advisable? —S.S., Virginia

Q. What should we keep in personnel files? —G.T., Missouri

Q. Our workers have irregular schedules. They may work for two weeks and then be off for three. They typically earn $60,000 to $70,000. Can we pay them every two weeks based on their average yearly income and, if they work more, pay them at an hourly rate? —D.D., Louisiana

Q. We recently learned that an employee who drives a company vehicle is stopping on the way home for a few drinks. How should we handle this employee? Should we notify all employees that if they use drugs or alcohol in the workplace or while driving a company vehicle, they will be terminated? —R.O., California

Q. Do I have to provide a COBRA notice for an employee who is terminated for a positive drug test shortly after starting work? —D.W., Colorado

Q. Is it OK to ask an applicant about her immigration status before making an offer of employment? —A.R., New York

Q. How can we handle an employee who routinely uses vacation and sick time on Mondays? —D.M., Ohio

Q. In light of the recent anthrax attacks, we are concerned about the potential health risks to our employees from handling incoming mail—and the potential legal risks to us. What should we be doing to protect them and ourselves? —V.B., Ohio

Q. We recently terminated an employee. He claims that he is legally entitled to a letter outlining the reasons for his discharge. Is he correct? —E.T., Maryland

Q. A recent sexual harassment complaint reported the conduct of management employees at a private party. The party was outside the normal workday and wasn't sponsored by the company. What is the company's liability? —W.S., Wisconsin

Q. We've traditionally sponsored a holiday cruise for our Virginia employees (mainly executives and directors). But the cost will be prohibitive if we include our newest employees, who are spread across three neighboring states. Can we sponsor different events for staff in each geographical area? —W.S., Virginia

Q. Do employees paid through a temporary agency count toward the 50-employee eligibility number for the Family and Medical Leave Act? —M.S., New Jersey

Q. If we let some employees in a department return to work in a light-duty capacity, can we deny other employees that same option? We need to do this because the department no longer can operate properly with half its staff on medical leave or limited to light duty due to medical conditions. The union contract says that when an employee is eligible for medical leave, six months must pass before we may terminate the employee. —D.W., Illinois