Dear HR, A valued employee was recently involved in a car accident on the job while doing company work. The employee sought medical attention and was advised by the doctor not to work for one week and to schedule a follow up appointment. While of course we want to honor the doctor’s orders – We have work that NEEDS to be done this week. Can I replace my injured employee? HR Answer: Although the […]
Dear HR, I am an employee at a client of Cardinal’s – I called my site supervisor this morning to let them know I would not be able to report to work on time, if at all today –due to a domestic situation that occurred last night and needed my attention that following day (which included filing a court restraining order and child custody papers). My supervisor did not respond favorably and hinted at a […]
Dear HR, Our normal workplace hours are 8:00 a.m. to 5:00 p.m. However, on Fridays we have a staff meeting in the afternoon. On these days staff takes a 30-minute break in the morning and then takes a few minutes before the afternoon meeting to fix food. What breaks should I be paying vs unpaid lunch time? HR Answer: Based on the Oregon BOLI rules, employees should be getting two 10-minute paid breaks and […]
We have all worked in establishments that required some type of dress code. A dress code is obvious anytime you go to a chain fast food restaurant and look at the employees in their matching polos and khakis. But how far can employers go in their dress code requirements? Let’s start out at the most basic level of responsibility, a requirement that is called the General Duty Clause. An employer has the responsibility to provide […]
With summer approaching, many business owners receive requests from friends, family and employees to offer summer employment to minors. It’s a great way to help the younger generation gain some real world work experience and provide them with their first job. But providing that “summer job” to a minor is no longer a simple matter. There are real-world restrictions and regulations that all employers must know under Oregon and federal laws.
