Unless an employee was out on job-protected leave, such as Family and Medical Leave Act (FMLA) or expanded Family and Medical Leave Act (EFMLA), you are not required to return...
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Yes. If you are recalling some positions, but not others, you should document the business reasons why only those positions were recalled. If you are recalling some employees in a...
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This is understandably a very difficult situation for employers and their employees. There are three basic options when it comes to keeping employees or letting them go: furlough (temporary reduction...
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You can reduce an employee’s rate of pay based on business or economic slowdown, provided that this is not done retroactively. For instance, if you give employees notice that their...
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Check with your benefits provider before you take action. Eligibility for benefits during a furlough or layoff will depend on the specifics of your plan. For health insurance, if an...
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Remember that companies don’t pay unemployment insurance (UI) claims directly. They are paid by the state, and the state gets funds for that from unemployment insurance taxes that employers pay...
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First note that the language used when sending employees home for a period of time is less important than communicating actual intent. Since temporary layoffs and furloughs are only used...
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It depends on the employee’s classification. Nonexempt employees only need to be paid only for actual hours worked. For these employees, you may: Pay the employee for the time, even...
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Yes. Employees should be encouraged to apply as soon as possible.
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