Real Life Employment Law
Nearly every day, executives and managers, and the in-house counsel and Human Resources professionals who work with them, are confronted with unanticipated questions regarding the workforce. Just when they think they have "seen it all," along comes a new and often stranger scenario involving an odd twist to an area they thought they fully understood. These individuals often find themselves back at square one when trying to construct an appropriate response and devise a creative solution to the problem presented. Sometimes these "Quirky Questions" can be resolved easily; other times, they implicate practical and legal issues that are not immediately apparent.
This Quirky Employment Questions Blog addresses unanticipated questions regarding the workforce.
We encourage you to submit your thoughts and reactions to the questions presented. We also encourage you to submit questions that you would like to see addressed, subject to these guidelines.
Stephen D. Bell
Michael Droke
Joseph W. Hammell
Sarah Andrews Herman
Ryan E. Mick
William J. Miller
Melissa Raphan
Gregory M. Saylin
Gabrielle Wirth
David C. SingerBLOG CONTACT INFO
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Question: Our company has been considering implementing financial incentives for employees to participate in biometric screening as part of an employee wellness program. Are there legal issues we should be considering?
Question: We are a California employer. After all the publicity surrounding class actions over meal and break periods, we instituted automatic warnings if employees take too long or too short a meal or rest break. Is anyone really enforcing this kind of discipline or are we wasting our time?
Question: I was laid off by my Montana employer and I have decided to help my brother with his start up business. I will be a 50% owner but we are not going to take a salary until revenue is substantial. An accountant friend tells me that my work for free for the start-up may disqualify me for the unemployment...
Question: Our office manager occasionally runs errands during the day such as delivering something to a customer or picking up lunch for a meeting. We reimburse her at the IRS rate for mileage. Yesterday, on her way home, she rear-ended the car in front of her causing substantial damage. She has asked for the company’s insurance information. We told her...
Question: We are located in California and would like to change to a piece-rate system where we pay non-exempt employees a set amount for completed tasks. I understand that this is referred to as paying for a “piece-rate” and it is legal as long as the employee is compensated at least at the minimum wage for all hours worked. Is...
Question: We have an employee who is claiming that he should be paid for time cleaning up his work station after logging out of our electronic time keeping system each night. Literally, he spends one or two minutes straightening his piles of paper and on other trivial similar tasks. Another company HR representative said that every minute an employee spends...
Question: We are a retail store. An employee in the warehouse requested an assigned chair to sit on when he is between tasks. Must we comply with this request in our California locations?
Question: We have a part-time employee in San Francisco, CA who works Monday to Friday 9:00 a.m. to 1:00 p.m. as support for our sole salesperson in the Bay Area. She has recently requested to alter her schedule to work only 3 days a week. I know there was a new San Francisco law about flexible schedules but we only...
Question: I have always understood that California employers that misclassify workers as independent contractors face potential liability, including compensatory damages, penalties and attorney’s fees. I recently heard a news broadcast that mentioned there were cases suggesting that recent court decisions have approved the use of independent contractors in California. Is that true and what are the takeaways?
Question: We recently interviewed an applicant with a very spotty resume; there were repeated gaps in his employment history which were apparent from his resume. He was not hired and called HR to complain that it is illegal for us to consider his unemployment status. Is there a new law on this subject?
Erica ChenErica is an associate in the Costa Mesa office of Dorsey & Whitney and a member of the firm’s Labor and Employ...
Jack SullivanJack is a Partner in Dorsey’s Labor & Employment group, where he focuses his practice on employment adv...
Ieva AubinAs an employment and business immigration attorney, ...
Michael DrokeMike started his career as a client, not a lawyer...
Matt DurhamMatt defends employers in Utah and throughout the ...
Aaron GoldsteinAaron is a Partner in Dorsey’s Labor & Employ...
Josh HughesJosh’s experience spans trial and appellate advoc...
Jillian KornblattJillian is a Partner in Dorsey’s Labor & Employ...
Laura LestradeLaura began practicing at Dorsey in 1992 and has s...
Ryan MickFor more than a decade, Ryan has counseled corpo...
Nick PappasNick litigates and counsels with respect to com...
Melissa RaphanMelissa is a Partner in Dorsey’s Labor and Employ...
Gabrielle WirthEmployers turn to Gabrielle for guidance on how they...
