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Q&A

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We don’t want to fire, can we require retirement?

11/15/2017

Q. An older employee has been having significant performance issues during the performance cycle. She is eligible for retirement, but does not want to retire. Can we require her to retire in lieu of termination?

What are our obligations under the California Employee Literacy Education Assistance Act?

11/01/2017
Q. An employee recently disclosed that he is illiterate and asked for our help in finding an adult literacy education program. What are our obligations toward this employee under California law?

Fired for misconduct: Can former employee collect unemployment benefits?

11/01/2017
Q. A former employee engaged in misconduct, which resulted in his discharge. Now he is requesting unemployment compensation benefits under California law. Is an employee entitled to these benefits if he or she is no longer employed, regardless of the circumstances?

What if we want to discuss good news during FMLA leave?

10/06/2017
Q. Can we ask an employee who is on FMLA leave to come in to discuss the possibility of applying for a promotion? Might it be better to discuss this by phone?

Are we allowed to contact an employee who is out on FMLA leave?

10/06/2017
Q. Is it OK to contact an employee during FMLA leave or ask him or her to come in to the office?

What can I do about an employee who files a workers’ compensation claim?

10/06/2017
Q. May I terminate an employee for filing a workers’ compensation claim?

How can we legally protect trade secrets?

10/06/2017
Q. What are some best practices employers can use to protect their trade secrets?

Frequently asked questions about COBRA and Cal-COBRA

10/03/2017
Five questions about COBRA and Cal-COBRA regulations.

Can I turn down a vacation request?

08/21/2017
Q. As an employer, am I required to agree to all vacation requests my staff members submit?

When is telecommuting considered a reasonable ADA accommodation?

08/03/2017
Q. Our organization rarely if ever lets employees work from home. An employee in our marketing department is struggling with a disability and has asked to work from home as an accommodation. Would that be a reasonable accommodation?
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