Dear Littler: You alerted us to wage & hour and leaves & benefits issues stemming from our “wandering workers” who have scattered across the country during the pandemic, yet continue to work for our Texas-based company. We have some tax questions for you.
We’ve been hearing a lot of conflicting information about what we may and may not require of our employees. Because our business is public facing, may we at least ask our employees whether they are vaccinated?
An employee plans to continue to work full time from his RV while living in and visiting three different states this year. Will he be able to use the same health insurance plan? What if he gets injured? How do state leave laws apply?
We’re thinking of expanding our recruitment efforts to those under 18, at least through the summer months. Before we start hiring younger employees, are there special employment issues to consider with this age group?
We are planning a layoff that will involve many of our employees who are working remotely during the pandemic. How do we decide who works at a particular location for WARN counting purposes?
With the election coming up, employees in various states are asking about time off to vote. I thought everyone was voting by mail this year? What leave must we provide?
At the start of the pandemic, our company had to furlough a number of our employees. We thought we’d be able to fully resume operations by the summer. Unfortunately, COVID-19 is still widespread in our area. What do we do now?
School scheduling uncertainties are making it increasingly difficult for our employees, who are parents with school-age children, to balance their work and parental responsibilities. What laws apply here?
