by rachael | Oct 9, 2022 | Human Resources, Time & Attendance
Answer from Emily, MBA, SPHR: No, you shouldn’t make any inquiries into an applicant’s history of calling in sick. Asking about absences because of illness or injury before extending an offer of employment runs afoul of the Americans with Disabilities Act because it’s...
by rachael | Aug 7, 2022 | Business Tips, Time & Attendance
Employment benefits that improve quality of life, increase flexibility, and enable people to attend to their personal needs rank high among both employees and job-seekers. And yet, according to the Bureau of Labor Statistics (BLS), while 79 percent of employees have...
by rachael | Jul 24, 2022 | Human Resources, Time & Attendance
Answer from Kim, SPHR, AAM, CPIW: In most cases, yes. In general, you can offer the option of unpaid leave when an employee has used all of their paid leave time. A few things to keep in mind: In some situations, such as under the Family and Medical Leave Act, the...
by rachael | Jul 3, 2022 | Business Tips, Employment Law, Time & Attendance
Answer from Sergio, SHRM-CP: Yes, but you have to pay for it. As an employer, you have control over schedules and can modify them as needed. That may mean scheduling additional work time for employees. A few things to note: For nonexempt employees, any extra work time...
by rachael | May 29, 2022 | Business Tips, Time & Attendance
Answer from Jenny, SPHR, SHRM-SCP: In general, yes. But you should have—and document—a legitimate business reason for doing so. Denying vacation requests will undoubtedly hurt morale, especially if it happens frequently, and low morale leads to higher rates of...
by kayla | Apr 18, 2022 | Time & Attendance
Answer from Laura, MA, SHRM-CP: Yes. There are many reasons you might want or need to track exempt employee time. For example, you may opt to track an exempt employee’s hours for purposes of client billing, grant tracking, Family and Medical Leave Act (FMLA),...
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