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Q&A

What can we do to protect ourselves? A worker leveled threats after we fired him

06/08/2011
Q. We recently fired an employee because of insubordination and anger-management issues. The termination meeting, not surprisingly, didn’t go well and the employee became very agitated. He made some statements that could be interpreted as vague threats against his supervisor and our company. Is there anything we can or should do to protect ourselves from this former employee?

Without a noncompete agreement, can we stop a former employee from undercutting us?

06/08/2011
Q. We just had a successful salesperson quit his job and join one of our major competitors. We did not, unfortunately, have him sign either a noncompete agreement or a confidential information agreement. We are very concerned that he may have taken, and may be using, some of our company’s confidential business information, including detailed customer information. Is there anything we can do about this situation, given the absence of any written contract?

What’s the New Jersey law on paydays?

06/08/2011
Q. Are there specific rules on when I must pay my employees?

Can we ask applicants to leave voice-mail message?

06/03/2011
Q. Someone suggested that a good way to screen applicants is to require them to leave a recorded message explaining why they are qualified for the position. Is this legally OK?

What laws apply in foreign workplaces?

06/01/2011
Q. Our company has employees stationed outside the United States. A situation recently occurred that raised the question: Do U.S. employment laws apply to employees of American companies working outside the United States?

Does the WARN Act require notifying workers if we sell part of our business?

06/01/2011
Q. My company is selling a portion of our business in which we employ more than 100 workers. Do we have any special obligations to provide notice to these employees?

What are the rules governing employment of minors for summer seasonal work?

06/01/2011
Q. We are considering hiring several high school students to work at our company for the summer. What statutes or regulations do we need to consider?

Is it OK for supervisors and employees to use different methods for recording work hours?

05/27/2011
Q. Our nonsupervisory, hourly employees punch in using a time clock. Our supervisors write timecards. Is this dual method acceptable or could it lead to legal trouble?

What are California’s rules on lactation breaks?

05/20/2011
Q. Are we required to give our employees additional rest breaks in order to express breast milk?

Are we required to grant a former employee access to his personnel records?

05/20/2011
Q. One of our former employees has requested to see his personnel file. Are we required to allow him ­access to it?