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Monthly Archives: August, 2025

  • Question of the Week: Can We Hold an Employee’s Last Check Until They Return Equipment?

    by Staff

    August 29th, 2025 / No Comments

    Question of the Week
    AUGUST 27, 2025
    QUESTION

    An employee recently resigned and hasn’t yet returned some company equipment. Can we hold on to their final paycheck until they return everything?
    ANSWER

    No, you can’t hold or delay an employee’s final paycheck while waiting for company equipment to be returned. Federal law requires that employees receive their final paycheck by their next regular payday, while almost half of the states require that they be paid within a shorter timeframe. In both cases, the obligation to pay in a timely fashion exists regardless of whether the employee has failed to return company property.

    Read more: Link

    This Q&A does not constitute legal advice and does not address state or local law.

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  • Question of the Week: Could an Employee Qualify for Both Workers’ Comp and FMLA?

    by Staff

    August 20th, 2025 / No Comments

    Question of the Week
    AUGUST 20, 2025
    QUESTION

    We have an employee out due to a work-related injury. Do we still need to send them Family and Medical Leave Act (FMLA) paperwork if they’re already on workers’ compensation?
    ANSWER

    It depends. The FMLA and workers’ compensation serve different purposes. The FMLA provides unpaid job-protected leave, while workers’ compensation provides medical coverage and wage replacement when an employee is out due to a workplace injury.

    Read more: Link

    This Q&A does not constitute legal advice and does not address state or local law.

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  • Question of the Week: How to Help Employees Write Goals

    by Staff

    August 14th, 2025 / No Comments

    Question: We have several employees who seldom speak up during meetings. How can we encourage them?

    Answer:

    Employees may be hesitant to speak up during meetings for a variety of reasons. They might not know whether they should or how much time they can take. They might need a few moments to gather their thoughts before responding to new information. They might feel speaking up isn’t worth it or worry about saying the wrong thing. Here are a few ways to address those issues and encourage greater participation:

    • When planning meetings, always include time for discussion and questions. Add this time to the agenda and don’t skip it. If you think you’ll run out of time, consider removing or tabling an agenda item so there’s still time for discussion.
    • Share the agenda ahead of the meeting. Not everyone feels comfortable sharing their thoughts on the spot. Giving employees time to review the agenda ahead of time allows them to prepare their thoughts and feel more confident when contributing.
    • Acknowledge and express appreciation when employees speak up. A simple thank you goes a long way. Ask follow-up questions to show you value their input. If the matter raised can’t be immediately answered or considered, let the employee know when you’ll get back with them. If their input leads to change, give them credit for the idea.
    • If you host remote meetings, make sure someone is watching the chat. Employees who may not be comfortable cutting in or holding the floor out loud may still be trying to contribute via the meeting chat.

    These small actions can make a big difference in building a meeting culture where everyone feels comfortable contributing. For more meeting guides, check out our Effective Meetings Checklist on the platform.

    This Q&A does not constitute legal advice and does not address state or local law.

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  • Question of the Week: How Can We Encourage Employees to Speak Up in Meetings?

    by Staff

    August 12th, 2025 / No Comments

    Question of the Week
    AUGUST 06, 2025
    QUESTION

    We have several employees who seldom speak up during meetings. How can we encourage them?
    ANSWER

    Employees may be hesitant to speak up during meetings for a variety of reasons. They might not know whether they should or how much time they can take. They might need a few moments to gather their thoughts before responding to new information. They might feel speaking up isn’t worth it or worry about saying the wrong thing. Here are a few ways to address those issues and encourage greater participation:

    • When planning meetings, always include time for discussion and questions. Add this time to the agenda and don’t skip it. If you think you’ll run out of time, consider removing or tabling an agenda item so there’s still time for discussion.
    • Share the agenda ahead of the meeting. Not everyone feels comfortable sharing their thoughts on the spot. Giving employees time to review the agenda ahead of time allows them to prepare their thoughts and feel more confident when contributing.

    Read more: Link

    This Q&A does not constitute legal advice and does not address state or local law.

    Read more

  • Question of the Week: Should We Have Employees Complete an Accident Report for a Minor Injury?

    by Staff

    August 2nd, 2025 / No Comments

    Question of the Week
    JULY 30, 2025
    QUESTION

    One of our employees cut their hand on the edge of a broken filing cabinet at work. We asked if they wanted medical treatment, but they declined. Should we still have them fill out an accident report?
    ANSWER

    Yes, even if the employee declines professional medical treatment, it’s important to document the incident and keep it on file.

    Having a habit of documenting issues (from safety to harassment to performance) is key to getting them solved. In this case, the broken filing cabinet poses a hazard and should be repaired or replaced promptly before anyone else is injured by it. A paper trail will (hopefully) create accountability and make that more likely to happen.

    Read more: Link

    This Q&A does not constitute legal advice and does not address state or local law.

    Read more