Federal Questions & Answers on Termination at Compensation.BLR.com

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Termination—Questions & Answers—Federal

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The company has a paid sick leave policy that states you can accrue up to 60 days or 420 hours of sick leave. Is the accrued sick time considered as wages earned and owed to the employee at termination?

An employee phoned the CEO while drinking on duty. Our employee handbooks says use/consumption of alcohol while on duty is grounds for termination. We are generally, an at-will employer. Can we terminate safely?

The employee in question of termination has been here 13 years and there are several employees who are newer than her, however, her productivity is not as good as the recent hires. We do not want to open ourselves up to any kind of wrongful discharge

We have a disruptive employee. She is curently on a 30 day probation. After the 30 days pass and if no improvement is seen in the employee's attitude and adherence to policies is seen, are we able to suspend the employee without pay?

Our policy states "if you fail to call in or report to work for 3 consecutive days we will assume that you have voluntarily resigned your employment". An employee has phoned in sick for 3 days, and then failed to show up/call for 2 more days.

What recourse does an employer have if they made an overpayment of salary to a terminated employee?

Is it legal to fire a person who is suing our company?

I have an employee that has been diagnosed with Psychotic Disorder NOS. His co-workers are afraid of him and on top of it he was found kicking a container becuse it fell on the floor. What are my options here?

We have an employee that has brought a doctor's excuse indicating that "she is medically disabled and should not return to work for the indefinite future." We are a company under 15 employees. What obligations do we have to this employee?

When an employee resigns and the employer ask the employee to leave prior to the stated date in the resignation letter is it a law that the employer pays out notice?

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