Manager's Legal Bulletin

File this one under “ironic.” Solano County (Calif.) disability services provider Pace Solano agreed to pay $130,000 to a job candidate who disclosed a partial paralysis in her hand during a pre-employment physical exam.

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Tangible signs of a potentially hostile environment may be only the tip of the sexual harassment iceberg. Here are four red-flag areas you should monitor:

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Seems like a reasonable accommodation: An employee with severe knee arthritis wants to use a four-pronged cane to perform her job on the factory floor …

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Employees who take a sociable lunch break compromise their focus on detailed tasks when they come back to the office, according to a new study reported in Science News.

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Q. We allow nonexempt (hourly) employees to work from home. Some of them are turning in overtime slips. Do we have to pay them for those self-reported extra hours?

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Dis­­crimination can creep into hiring decisions—possibly without the decision-maker even realizing it. Here are four tips to help ­managers maintain objectivity.

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Q. Our front-line supervisors often fill in for vacationing nonexempts. Do such duties jeopardize their exempt status during the weeks they substitute for the vacationing employees?

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If you are like most hiring managers, it’s the typos in the job-seekers’ résumés that are the No.1 cause for you to automatically dismiss a candidate. Here are the rest of the résumé wreckers:

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One of the most sensitive areas for any supervisor is introducing change to an employee. Here are three points to keep in mind whenever an employee says “no” to a legitimate work order.

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Usually, employees gripe that the job stinks. On occasion, the odor is real and it’s not coming from the job. It’s wafting off a co-worker. Use these best practices to address an employee’s personal hygiene problem tactfully and effectively, and minimize the employee’s embarrassment.

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