With the recent pandemic, more companies are seeing a higher turnover rate. If you are seeing this in your company, have you considered holding exit interviews?
News From Columbia EDP
Denying leave through FFCRA
You may have some concerns when an employee requests leave to care for a child. What do you do if you feel the employee may be lying? Can you deny thier request?
Your employees has used up thier FFCRA leave, now what?
The question becomes can you terminate an employee who is unable to work because they need to care for a child but has used up thier leave under the FFCRA? What do you do now?
Are there situations when you can deny an FFCRA leave to an employee?
I have an employee that has requsted to use the FFCRA leave since her child's school is closed and they are learnign remotely. The employee's child is in high school and is able to care for themselves during the day. Can I deny the FFCRA leave to the employee?
Can you reduce the salary of an exempt employee for a half day?
The scenario: An exempt manager is taking a half day to attend a social event. They have already exhausted all their paid time off. Can you reduce their salary for that half day?
Can you as the employer require an exempt employee work weekends?
The situation: The next couple weeks are going to be busier than usual for us. Can I require my exempt employees to work weekends? If so, do I need to pay them for extra hours?
Safety Violations - What should you do
We have heard that some employees aren't sanitizing their workstations and wearing masks when required. Do we need to investigate safety violations even if no one has made an official complaint?
Can you deny an employee's use of accrued vacation time?
Yes, the decision to approve or deny the use of accrued vacation time is up to you, assuming you do so in a consistent and non-discriminatory manner. It would be acceptable, for example, to deny a vacation request because approving it would leave you without adequate coverage or because the employee asked with less notice than is required by your time off policy.
You should, however, ensure that certain employees are not denied vacation disproportionately. For instance, if an employer’s administrative staff (who are all women), or their software engineers (who are all men), are consistently denied vacation because arranging coverage is difficult and deadlines are abundant, this could lead to claims of discrimination.
If you have “use it or lose it” vacation policy, you may want to change it (permanently or for 2020) to a system where hours roll over from one benefit year to another (up to a reasonable cap) so that employees don’t feel like they need to use up their vacation by a certain date or risk losing the benefit. If you already roll over hours, you might consider raising the rollover cap for this year in response to COVID-19. In any case, be sure to notify employees of any changes to your policy.
Running your business while keeping employees healthy and safe
Employers are facing an unprecedented challenge navigating COVID-19. As the virus spreads, it is generating fear and uncertainty. Employers need clear answers they can trust. They want to know how they can protect their employees, what their obligations are under the law, and what steps they may need to take if the situation gets worse. We've put together a few questions that may come up in the hope that it helps you manage this challenge and adapt to the circumstances ahead.