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In this edition of Dear David, learn the practices that give you peace of mind and give your remote employees autonomy. Question: What are effective ways to manage remote employees and monitor their work? Answer: Managing remote employees can certainly be a challenge. Here are some of the practices we recommend: Set measurable goals around quality
Question: When should we run background checks of applicants and current employees? Answer: Background Checks on Prospective Employee A best practice is to conduct an applicant background check after a conditional offer of employment has been made. While it may be legal in some states to perform a background check before the employment offer is made,
Question: Can we ask an applicant why they are leaving their current job? Answer: Yes, you can ask applicants why they are leaving their current job. The employment application is a good place to collect this information. In the section where the applicant lists their previous employment experience, you can ask for the reason they
Question: Prohibiting Personal Phone Use During Work Hours — Is This Okay? Answer: Yes, you can limit or prohibit the use of personal devices during work hours. Employees can be expected to give their undivided attention to the work you pay them to perform. If that means phones need to be silenced or put away,
Question: We recently made some changes to our handbook policies regarding benefits offered to employees and have a disclaimer stating, “The Company reserves the exclusive right to change or terminate any benefits or related policy at any time in accordance with applicable law.” Are we required to have employees sign a new acknowledgement of the
Question: Some of our employees have said they don’t feel safe returning to work. Can we just permanently replace them? Answer: We recommend caution when deciding to replace an employee who refuses to work because of concerns about COVID-19. Here are few things to keep in mind: Recalled employees may have a right to job-protected
Question: We recently made some changes to our handbook policies regarding benefits offered to employees and have a disclaimer stating, “The Company reserves the exclusive right to change or terminate any benefits or related policy at any time in accordance with applicable law.” Are we required to have employees sign a new acknowledgement of the
Question: Mandatory COVID-19 Vaccination: Is It Legal and Is It Right for Your Workplace? Answer: With vaccines now available and likely available beyond seniors and front line workers soon, naturally, employers are beginning to ask the question: “Can we require employees to be vaccinated against COVID-19?” In general, the answer is yes. Employers may implement mandatory
Question: What is the minimum amount of time that a salaried exempt employee must work to be paid for the entire day? Answer: If an exempt employee does any work, they must be paid for the full day—there is no minimum. For example, if an employee worked the first 20 minutes of their usual 8-hour
Question: We’ve had a lot of turnover since the pandemic started and are thinking about doing exit interviews to see if we can find out why. Do you have any suggestions? Answer: Exit interviews can be a very useful tool—if you’re prepared to act on what you learn—so it’s great that you’re thinking about using
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