Q. We have a number of Spanish-speaking employees. We can’t tell, but we suspect they sometimes make inappropriate comments in Spanish about our clients and other employees. Can we require these employees to speak only English when at work?
Q. Two employees are refusing to participate in an internal workplace investigation. Can we discipline them for insubordination?
Q. An employee brought in a doctor’s note that said, “Employee can work only eight hours a day due to arthritis.” I don’t think that’s an ADA disability. Is it a violation of ADA if we don’t honor this restriction?
Q. We scheduled an hourly employee to work a full day, but he worked only part of the day because we didn’t have enough for him to do. With the slowdown in our business, we expect this will be happening with this and other employees more frequently.Do we have to pay hourly employees for a full day of work or just the actual number of hours worked?
Q. We have an employee out on unpaid FMLA leave. She said she wants to collect unemployment compensation. Is she eligible?
Q. One of our employees has requested medical leave to care for her 35-year-old son who was injured in combat duty. The employee indicated that she will probably need more than 12 weeks of leave. Do we have to give her more than 12 weeks of leave?
Q. We recently disciplined an employee for poor performance. She did not agree with our assessment and is refusing to sign the memo documenting our discussions. Can we discipline her for her refusal to sign this memo?
Q. My company wants to begin substance-abuse testing of employees that it suspects are under the influence of drugs or alcohol in the workplace. We already have a drug- and alcohol-free workplace policy. Is there anything else we need to do to allow us to test employees for illegal drugs or alcohol?
Q. When can we deny an employee FMLA leave because of hardship? We have only two nurses, and one is going out on FMLA leave so the other must be present.
Q. One of our nonexempt employees is now working at a different location on Thursdays. This is a temporary assignment with no end date. It normally takes her 10 minutes to drive to work. But now she has to drive 90 minutes. Should she be paid for 1 hour and 20 minutes of travel time (subtracting her 10-minute normal commute)?