Can I make my employee pay for repairs to the company car he crashed?

One of our employees was involved in an accident while driving a company car. He was at fault, and we want to make him pay for the repairs. We currently don’t have a policy covering this. Can we require the employee to cover the repairs and deduct it from his pay?

Technically, probably yes, but with some caveats.

First, didn’t you have insurance? Depending on the amount of the damage, cost to the company and goodwill with the employee, it may “cost” you more to demand the reimbursement.

Employee relations aside, If you are going to pursue the money, put the agreement in writing and have it signed by the employee. And if he is an hourly worker and going to pay you through payroll deductions, make sure he is left with gross pay equal to minimum wage for all the hours worked.

An unvaccinated worker doesn’t want to work in confined spaces every day with people who are not wearing masks.

My employer is lifting all COVID testing requirements and restrictions with the expectation that all employees will return to the office full time beginning this week. I am unvaccinated, and I don’t want to work in confined spaces every day with people who are not wearing masks. What are my rights?

Well, it is all over the news that Goldman Sachs has made just such an announcement and right before Labor Day, ironically. Every jurisdiction has their own requirements, and NYC still has a mandate that all in-office workers be vaccinated with a few exceptions. So if you aren’t vaccinated, you can’t return to the office in New York. Goldman has only announced that those who can return to the office are expected to.

Employers have the right to enforce workplace rules that they want to establish for their companies, provided that they are not in violation of the law. I do agree that there are many disadvantages to career and culture by being fully remote, but I am also confident that the vast majority of employers recognize that the future is what everyone has always wanted and needed — more flexibility to manage their whole lives. That supports enhanced productivity and wellness. Talk to your boss, and see how your particular situation will be handled by the company.

Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Weds. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. E-mail: [email protected]. Follow: and on
Twitter: @GregGiangrande

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