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Find the answers to these questions and more in the 2012 edition of the Employment Law Manual for Wisconsin Employers
What should I do with these unsolicited resumes? Do I keep them? (See Chapter 2, page 7)
Should a company store Form I-9 signatures electronically? (See Chapter 5, page 10)
Should an employer have a written policy about texting while driving a company vehicle on company time or while driving on behalf of the company? (See Chapter 8, page 59)
What should I know about retaliation? (See Chapter 9, page 79)
When are supervisors responsible for sexual harassment? (See Chapter 10, page 14)
How do I figure out if an employee is covered by the ADAAA? (See Chapter 11, page 11)
Are break times required? (Chapter 12, page 15)
When an employee is sent to take a random drug test, do they get paid for that time? (Chapter 12, page 23)
Must attendance bonuses be included in an employee's hourly rate for purposes of calculating overtime? (See Chapter 12, page 28)
When business demands it, can you require an employee to work a seven day work week? (Chapter 12, page 45)
Are former employees entitled to see a copy of their personnel record? (See Chapter 15, page 27)
How much time do we have to allow for employees who want time off to vote? (Chapter 15, page 33)
What injuries or illnesses need to be recorded under OSHA's Recordkeeping Standard? (Chapter 16, page 40)
If an employee claims to have fallen at work and injured himself, but the cause of the fall can't be explained, does worker's compensation apply? (Chapter 19, page 14)
Before terminating an employee for violation of an employer's rules, what seven questions should always be asked?
(See Chapter 21, page 7)
When is a part-time employee eligible for unemployment insurance benefits? (Chapter 29, page 24)
How long do you need to keep an employee's personnel file? (Chapter 30, page 5)
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