Administaff presents UH-OH #456


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1. An exempt employee went home sick at 10:00 a.m. and he's used up all his sick time. How do you pay him for the day?

	a.Only pay him for 2 hours because that's all he worked.
	b. Pay him for the entire day.
	c. Allow him to work from home for the remainder of the day if he wants to get paid.
	d. Dock him for half a day's pay.

2. You have an employee who is not performing up to standards and has worked for you less than 90 days. The employee is in a protected class. What do you do?

	a. As long as he is within the first 90 days of employment, you can terminate him without cause.
	b. Follow the company's progressive discipline policy by coaching and counseling the employee, regardless of his length of employment.
	c. Place the employee on probation until performance improves.
	d. Reassign the employee's job duties to another employee who is up to the task.

3. A sales rep has worked for you for 5 years and has always been a marginal employee. You have no documentation in writing but have had enough and want to terminate him. How should you proceed?

	a. Five years of poor performance definitely warrants termination.
	b. Move him to a different territory to see if he improves.
	c. Have him ride with another sales rep in an effort to develop his selling skills.
	d. Because you have allowed the poor performance to continue without addressing it, counsel him in writing and let him know his job is in jeopardy.

4. Your accountant is out on FMLA and is scheduled to return to work on Monday. You were hoping she wouldn't come back because she was unreliable and had numerous personal problems. How do you handle the situation?

	a. Replace her; she had a negative impact on employee morale and was undependable.
	b. Terminate her, but call it a layoff.
	c. Allow her to return, but give her less responsibility and reduce her wages for punitive reasons.
	d. Address performance concerns as they arise. Now is not the time to address performance concerns from last year.