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How to Fire an Employee Without Him Firing His Weapon
HR Stories From The Front Lines*
The news has been inundated with stories of workplace violence — from shootings, to bomb threats — and no company wants to be the next headline. As such, employers must be extremely cautious in the face of situations that may spark aggressive behavior. See how one HR Director handled the termination of a potentially violent employee…*
Do you have an HR question keeping you up at night?
The following question was submitted to our HR Professionals in the past month …Question #1
We have an exempt employee who has been out on a leave of absence since mid-January. This employee has been choosing to work 2-3 hours every day. How should I compensate this employee for the time worked? Do I pay him just for the hours worked or am I required to pay the employee his full weekly salary?
We have an employee who was recently in a (non-work-related) car accident and is going to be off work for several weeks. This employee is asking for FMLA leave. What are our responsibilities with respect to providing this employee with FMLA?
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?
You must pay the employee for the entire week.
During the initial or terminal week of employment an individual’s pay may be reduced to reflect days actually worked.
You are not required to pay any portion of the week since the employee ended employment in the middle of a workweek.