Suppose your employee tells you that his/her child has a severe neurological impairment that may occasionally require leaving work early to care for the child. Suppose the employee is still able to perform his/her job. Would you demote the employee based on the child’s diagnosis? What if you’re concerned that your employee won’t be as […]
When You Google Pay Discrimination–and Google Shows Up in Your Search….
Google has been in the news a lot. I’m sure that statement doesn’t come as a big surprise. Not all the news is positive. That might not be a surprise either. Pay equity has been a big concern among many employers. This too shouldn’t come as a surprise. At least a few employers looking to […]
What’s The Magic Word? For Accommodation Requests, There Aren’t Any.
Remember when you were a kid and you asked a grown-up for something? Remember when that grown-up, trying to teach you manners, asked you, “What’s the magic word?”– and you hopefully said, “Please”? How does that work in the workplace though? I mean, yes, it’s certainly the right thing for employees making requests to say […]
Best Regards? Regarding an Employee as Disabled Also Violates the ADA
Guess what: Under the ADA, sometimes you can be on the hook for disability discrimination even when your employee doesn’t prove that s/he actually has a disability. Say, whaaaat? How can that be? Title I of the ADA applies to qualified individuals with disabilities in hiring and employment. So how can an employee be protected […]
How NOT to Handle an Employee’s Pregnancy
Your employee has just told you she is pregnant. What do you do? Do you: A. Decide it’s time to celebrate, throw a party and buy lots of booties; B. Fire her once she’s five months pregnant. That’s your company’s policy. C. Congratulate her, ask her when she is looking to go out on leave, […]