Q. One of our employees recently shouted at his supervisor, and in doing so violated a work rule. In the course of counseling and disciplining—but not discharging—this employee stated for the first time that he has a disorder which might have caused his conduct. May we still discipline this employee?
Q. An employee says she must be allowed to take smoke breaks. She claims she is so addicted to nicotine that she has a disability, and that therefore I must accommodate her requirements. If I don’t allow her to take smoke breaks, can she sue me?
Q. I manage a popular sports bar. May I institute a tip-pooling policy?
Q. I keep hearing about the new Texas open-carry law. Does this law apply to all offices? What steps should I take if the new legislation has a negative impact on my business?
Q. What payment and deduction requirements does the Texas Payday Law include?
Q. Some of my employees have been griping that a portion of their job duties involves “off-the-clock” work. What are the rules regarding off-the-clock work, and what are some examples?
Q. I am looking to hire new employees. Some applicants who did not qualify for the open positions are now threatening to sue, claiming that my pre-employment tests are discriminatory. What should I know about pre-employment tests?
Q. I am worried that some of my employees are storing illicit or illegal items at work. Is there a way for me to legally search their belongings?
Q. What should I look for in a workplace wellness program for our company?
Q. I own and run a paper company in Texas. Some of my employees who are cigarette smokers regularly take more breaks than the two, 15-minute breaks that are allowed under their employment contract—and some of the nonsmokers in the office are getting angry. When I confront the smokers about this conduct, I am increasingly hearing them make an unusual claim—that they have a “disability” and are protected by law. What should I do?