Employment Law Forums

Providing Information to the Police

2008-05-10T23:32:46-05:00

Has anyone had to deal with police officers asking for personal information like addresses due to a criminal investigation? Under what circumstance (without a warrant) can the police require information regarding employees? What liability does the create for the employer?

Social Networking…good or bad?

2008-02-26T12:27:48-05:00

Check out this article for a discussion on blocking social networking sites at work

Vacation Use It or Lose It Policy vs Change to 401K Employee Deferral Rollover?

2008-03-11T11:27:14-05:00

We currently have a use-it-or lose it policy for vacation. We are in the state of Louisiana.

Our company is pretty generous in our policy accruals and we are a “lean” staffed company. Sometimes this makes it hard for people to take all accrued leave.

One of the ideas that we are looking at is allowing employees to roll a portion of the balance into a sick leave plan or rolling it into the 401K plan as an employee deferral.

Does anyone currently have this type policy they are willing to share or thoughts on the subject?

Video tape in the work place

2008-04-30T01:06:30-05:00

I have recently begun working in a retail environment. We have over 40 cameras around the whole property. I need a resource to determine the legal requirements of using video to monitor and document employee’s performance.

EEOC - No Action Required??

2008-04-15T09:44:42-05:00

One of my clients recently received a charge of discrimination which stated that no action was required on the part of the employer. I tried calling the investigator a few times and left voice messages - no response from the EEOC.

I have never seen an EEOC charge that states that no action is required and it bothers me. There are no allegations in the charge so we do not have any statement from the employee to investigate.

Any recommendations on what to do - or do we just sit and wait - which is not in my character.

Thanks in advance for your help.

Exempt Status and Comp Time

2008-04-24T11:45:22-05:00

We have a non-exempt employee that was promoted and her status was changed to exempt. I know the meaning of overtime eligibility but in this case, she has stated, “I won’t be able to be paid for my OT but at least I will now get comp time off.” Under what circumstance would this be allowed?

Our non-exempt/hourly positions (which she was) have the option of being paid for the overtime hours worked or put them in a ‘bank’ to be used the same as vacation hours. I don’t see the difference in this employees ability to instead of being paid, to store the comp time.

Her actual job is mostly in the office but frequently she has ‘off-site’ events to attend that are related to our business purpose.

What am I missing in this picture??

1983 actions

2008-04-21T14:13:21-05:00

does anyone have a suggestion for a good treaties or other reading material to bring a 1983 action against a county government for failing to adhere to their merit system of employment rules in terminating an employee? Or is anyone familair with this type of litigation?

Health Insurance during Divorce

2008-03-27T10:51:49-05:00

I have an employee who was termed a few months ago. She is trying to get her ex-husband to put her children on his insurance. He is refusing to do so voluntarily. If there is anything in the divorce decree in regards to his responsibility to make sure the children have insurance, can the employee bring the divorce decree to the ex-husband’s employer to try to put his children on his health insurance or does she need to get a court order?

Blogging 102…Plaintiffs Using the Internet to Leverage Their Claims

2008-04-14T14:07:21-05:00

Battle Erupts Over Duke University Lacrosse Players’ Web Site

It’s not an employment case, but we’re likely to see more and more of this in all practice areas. The site is hosted by Blogger, which is (most often) free to create and maintain.

Has anyone faced a similiar situation in an employment case? What about union organizaing/election?

Exempt employee working 3 hours per day and workers’ comp

2008-04-03T16:01:36-05:00

Let’s say you have an exempt employee who got injured on the job. To get her back to work you put her on light duty for 2 or 3 hours per day. She will be receiving workers’ comp for the time she cannot work. Because she is exempt is she entitled to a full day’s pay if she only works 2 or 3 hours a day on light duty until she can return to full days?