Yes, but employers should weigh the advantages and disadvantages when choosing whether to conduct background checks before or after extending an offer of employment.
Eligibility for voluntary benefits (vacation, sick leave, medical insurance, retirement benefits, life insurance and most disability plans) is at the discretion of the employer.
Yes, if the employer has solid written documentation of the business purpose for the RIF, as well as defendable reasons for how and why employees were chosen for layoff.
The Work Opportunity Tax Credit (WOTC) is a federal tax credit offered to employers who hire employees from various economically disadvantaged populations.
In most cases, no. The question of whether an individual owns a car is irrelevant, unless the position requires an employee to use his or her personal vehicle to travel between worksites, or other locations, as a primary job duty.
Generally speaking, yes, although there are a few exceptions. Per the Fair Labor Standards Act (FLSA), all hours worked over 40 in an established workweek must be paid at one and one-half times the regular rate of pay.
