If I am an employer, may I require my employee to take paid leave he or she may have under my existing paid leave policy concurrently with expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act?
If I am an employer, may I use the paid sick leave mandated under the Emergency Paid Sick Leave Act (EPSLA) to satisfy paid leave entitlements that an employee may have under my paid leave policy?
If providing childcare-related paid sick leave and expanded family and medical leave at my business with fewer than 50 employees would jeopardize the viability of my business as a going concern, how do I take advantage of the small business exemption?
Can an employer make a prospective reduction in pay for a salaried exempt employee due to the economic downturn?
Can a salaried exempt employee volunteer to take time off of work due to lack of work?
Can we ask some employees to work half-time during the COVID-19 crisis to avert layoffs?
In general, can an employer reduce an otherwise exempt employee’s salary due to a slowdown in business?
Is it legal for an employer to reduce the wages or number of hours of an hourly employee?
What does an exception specialist do?
How can banks create a dialogue with their customers via Facebook or other social media without being drawn into situations where a customer or the banker might make a social media mistake (e.g., posting an account number online)?