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Scott Becoming Sally Treatment of Transgender Employees in Today’s Workplace
How would you react if one of your long-time employees approached you and told you they were undergoing a sex change? Would you know what to say? What to do? What about employee restrooms and dress codes? This month we examine how one HR manager handled the situation and how we can learn from her mistakes. Read More…
Stay Up to Date on the Latest Employment Legal Updates
You know deductions to an exempt employee’s salary are limited under Federal and sometimes state law. You have an exempt employee who quit in the middle of a workweek. The employee states you must pay her for the entire week.
How should you handle this issue?
A. You must pay the employee for the entire week.
B. During the initial or terminal week of employment, an individual’s pay may be reduced to reflect days actually worked.
C. You are not required to pay any portion of the week since the employee ended employment in the middle of a work week.
Do you have hourly employees that work “off the clock?” Do you have a policy prohibiting such conduct? Non-exempt employees must be paid for all hours worked – whether or not the employee is clocked-in. The problem is that working off the clock makes it difficult, if not impossible, for employers to keep track of the hours worked. If challenged, it is the employers – not the employees – burden to prove the employee did or did not work. You may be putting your company at great risk if you allow, or even turn a blind-eye, to employees working off the clock.
Download this poster and make it clear to your employee’s “No Working off the Clock!”
