Common Misconceptions In Employment Law.  These 11 Employment Issues get employers into trouble frequently.  Learn how you can avoid these common pitfalls at the FREE Employment Law seminar sponsored by ASAP Accounting & Payroll to be held Friday, December 8th. 


Fact or Fiction?
                                               

"If an employee is paid a salary instead of on an hourly basis, the employee is not entitled to overtime."

"Overtime rate is equal to 1 ½ times the employee’s hourly rate of pay."

"Non-exempt employees can accumulate compensatory time in lieu of being paid overtime and use it later for vacation or other reasons."

"Employment-at-will means that you don't need to give an employee any reason for terminating the employment relationship."

"A probationary period at the beginning of employment is good because it allows the employee and employer to find out whether they are compatible, without any obligation to each other, before the employee becomes a permanent staff member."

"Employees have no right to tell other employees what they are paid or what raises they receive, and can be disciplined or fired for sharing this information with others, so long as the employer has a policy against such conduct."

"If a current employee files a claim against the company, alleging unlawful conduct by the employer, the employer may fire the employee for being disloyal."

"When an employee can not perform his job due to a disability, and there is no way to  modify the job so that the employee can perform the essential functions, the employer can terminate the employee without offering the employee other vacant positions in the company."

"Employee handbooks should explain that the company treats its employees fairly and equitably, and that employees will not be fired without first receiving verbal warning, followed by a written warning."

"The Family Medical Leave Act does not apply to employees with work-related injuries because these employees are covered by the State Workers’ Compensation laws."

"Contract workers are independent contractors and not employees if there is a written contract between the company and the individual agreeing to this form of relationship."