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Employers can NEVER compel unpaid time. All work time is paid.
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∙ 13y ago
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Can an exempt employee do after hours work for the same employer on a non company related project and not be considered an employee?
I am interpreting this question as "can an exempt employee do 'off-the-clock' work for their primary employer? The answer to that is no. If an exempt employee is doing required work for the organization, it doesn't matter what time of day or night, or what day of the week that the work is being done. They are always considered an employee while performing a project or function for their employer company. The employee can, however, volunteer for an organization (non-profit for example) as part of their community service a group of co-workers from their regular employer. They would not be considered working in that case because it is not required and the employer simply supported the service activity. For instance, the employee joins a Habitat for Humanity volunteer team with others from their organization and they get hurt on the jobsite. This is not a workers comp claim because it was not a work activity. All work is done at the risk of the individual volunteer. If you are asking if an employee can work on an employer's site, on a non-work related project, and on a project that is not required... the issue is whether or not your employer is willing to allow you to use their office and resources for your project.
Can an employer force an employee to take a leave of absence with their vacation time?
can an employer force an employee to take a leave of absence with no medical documentation?
In career essentials what can an employer conclude by observing that an employee is always on time and rarely absent from work?
An employer is entitled to keep a record of time keeping and absenteeism of an employee. Time keeping is important as it could alter how much the employee is paid.
What is the Indiana code the protects volunteer firefighters from being penalized if they are tardy or miss work due to being on the scene of a working fire?
IC 36-8-12-10.5 Employees of political subdivisions; volunteer firefighting activity Sec. 10.5. (a) This section does not apply to an employee of the state subject to IC 4-15-10-7. (b) This section applies to an employee of a political subdivision who: (1) is a volunteer firefighter; and (2) has notified the employee's employer in writing that the employee is a volunteer firefighter. (c) The political subdivision employer may not discipline an employee: (1) for being absent from employment by reason of responding to a fire or emergency call that was received before the time that the employee was to report to employment; or (2) for leaving the employee's duty station to respond to a fire or an emergency call if the employee has secured authorization from the employee's supervisor to leave the duty station in response to a fire or an emergency call received after the employee has reported to work. (d) The political subdivision employer may require an employee who has been absent from employment as set forth in subsection (c)(1) or (c)(2) to present a written statement from the fire chief or other officer in charge of the volunteer fire department at the time of the absence indicating that the employee was engaged in emergency firefighting or emergency activity at the time of the absence. (e) An employee who is disciplined by the employer in violation of subsection (c) may bring a civil action against the employer in the county of employment. In the action, the employee may seek the following: (1) Payment of back wages. (2) Reinstatement to the employee's former position. (3) Fringe benefits wrongly denied or withdrawn. (4) Seniority rights wrongly denied or withdrawn. An action brought under this subsection must be filed within one (1) year after the date of the disciplinary action. As added by P.L.49-2004, SEC.1. Additionally: IC 4-15-10-7 Volunteer firefighting activity Sec. 7. An employee may not be disciplined for absence from work if: (1) the employee is a member of a volunteer fire department under IC 36-8-12; (2) the employee has notified his immediate supervisor in writing that he is a member of a volunteer fire department; (3) the employee presents a written statement to his immediate supervisor from the chief or other officer in charge of the volunteer fire department that the employee was engaged in emergency firefighting activity at the time of his absence from work; and (4) the employee secures authorization from his supervisor to leave his duty station if the employee has already reported for work.
Which if these involved in employer to employee trust?
The employee's criticism of the employer
An employer asks an employee that I can count on you to?
If an employer asks an employee if that employer can count on him or her, the answer should be yes. An employee must be reliable in order to benefit the employer.
Does an employer have to pay an employee for time off of work due to jury duty in Indiana?
yes an employer has to pay the employee for jury duty and can not fire or discipline the employee in any way for time lost due to jury duty
Can an employer garnish wages of an employee that fails to return company property?
No the employer must still until time the employer feels the employee will fail at paying(usually 6 months to pay) then he may discuss with the employee about taking it out of his/her pay.
Can an employer track your time and not everybody else?
An employer can track any employee's time. No employment law prohibits that, nor requires that employers track "all or none". The employee whose time is tracked is unharmed.
What are the advantages of time rate?
The advantages of time rate is that the employee is paid on the basis of the time that he works. The other advantage is that there is flexibility on both the employer and the employee.
Can an employer deduct money from an employee's paid time off to donate to a charity if the charity is the employer?
Nah man
Does employer have to pay an employee for jury duty in Tennessee?
YES, if you are a full time employee and have been employed for 6 months. There are some other fine print but basically, the employee shall be entitled to the employee's usual compensation for time received from such employment (including travel and jury duty time). The employer has the discretion to deduct the amount of the fee or compensation the employee receives for serving as a juror from the court. No employer shall be required to compensate an employee for more time than was actually spent serving and traveling to and from jury duty.
