Legal Obligations Toward On Call Employees

For many companies around the world, dealing with garnishment is a challenging issue. Given the case study that was offered, the company shouldn’t let the worker go. Instead, the employee should follow the court’s orders because it will demonstrate to the rest of the team that the employer values every employee and is prepared to go to great lengths to uphold all monetary court rulings. Yet, it is crucial to establish a limit on the number of garnishment orders that the business will abide by; otherwise, complying with too many garnishment orders will impair the corporation’s effectiveness (Silbergeld, 7). The employer ought to consider that employees who receive more than 3 garnishment orders be let go.

Topic 2

TO: Manager Disaster Recovery Business

FROM: Student Name

DATE: Sept 21, 2017

SUBJECT: Legal Obligations Toward On Call Employees

Employees on call need to be on site as per the employer’s requirements in order to conduct such activities as picking up calls in an Emergency Recovery Business.

The Amount of remuneration owed to the employee is based on the amount of restrictions imposed on said employee (Garnishment, 1). The higher the restrictions, the more the monetary obligations to the on call employees.

In order to manage the amount of money due to the on call employee, the manager of the Emergency Recovery Business needs to add such elements as the ability of the on call employee to switch out the role with others.

The Employer is obligated to pay the on-call employee for each hour they are within the business premises or in this case, the entire time they have the phone.

Works Cited

“Garnishment.” United States Department Of Labor, 2017, https://www.dol.gov/general/topic/wages/garnishments.

Silbergeld, Arthur. “Know The Rules for On-Call Workers.” HR Daily Advisor, 2017, http://hrdailyadvisor.blr.com/2012/03/14/know-the-rules-for-on-call-workers/.