We are a nursing services company with employees in various states, some of whom work remotely. We are confused about when employees need to be paid for time spent commuting, changing uniforms, or while on call.
In the wake of recent events, our company has become more concerned about executive safety. Are there any steps we can take to help protect our executive employees who may be more susceptible to public scrutiny?
We have noticed an increase in reimbursement requests for cellphone data plans. Is there something we can do to limit these requests? Can we say “no” to paying them?
We have decided to implement a return-to-office policy. We want to know what our options are, what pitfalls to avoid, and how best to prepare for some anticipated employee pushback.
It has come to our attention that one of our staff members maintains an adult-themed website. I’m not sure how to approach this, if at all. What are our options?
Planning and preparation before natural events occur allows employers to best support their workforces and the stability of their businesses when unfortunate natural events happen.
Last week someone anonymously emailed HR complaining about one of our sales executives. Who do I talk to about the allegations since they are anonymous? Do we have to investigate this complaint?
Two managers have lobbed complaints against each other. Can I just give both a warning to knock it off or should I just terminate them both and be done with the situation?
A brief overview of substance use issues employers dealt with in the past, those employers are presently addressing, and emerging issues employers may need to grapple with in the near future.
