Mindy Chapman, Esq.

Chances are, you’ve got at least one diabetic employee in your
workplace. What would you say if that person asked for an altered work
schedule so she could eat regular meals, check her blood or exercise?
Are you required by law to grant such requests?…

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“So exactly why do you need those four days of leave?” Your
supervisors may ask such questions, perhaps out of curiosity or because
they’re the ones who must approve FMLA requests. But as this ruling
shows, asking the wrong questions—and then divulging that confidential
medical info—can quickly turn into a violation of the Americans with
Disabilities Act (ADA) …

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Do some of your employees’ spouses or children have serious (and
expensive) health troubles? It may be tempting to offer suggestions
about less-costly treatments—or even to send that employee packing. But
don’t do it. As this new ruling shows, it’s illegal to discriminate
against employees based on their relationship with a disabled person …

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When does insensitive teasing turn into an illegal
hostile work environment that violates Title VII of the federal Civil
Rights Act? One court said that while individual incidents may be
viewed as singular events, courts will view all incidents “as a whole”
when deciding if they add up to unlawful harassment …

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Sometimes, the simplest mistakes are the most expensive. When faced
with the decision of firing an assembly-line worker or giving her a
chair to ease her arthritis, this company took the litigious route—and
paid the price …

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If your organization leases
temporary employees from an agency, what should you do if one of them
complains she’s being harassed? Who should do the investigation—your
organization or the temp agency? A new ruling says that even though
temps aren’t your employees, you’d better take quick action to
investigate the situation and stop the conduct—and the agency should do
the same.

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Every school has a class clown. So, it seems, does every workplace.
Sometimes, those jokesters cleverly craft their double entendres so
they can be taken either way … sexual or not sexual. But a new court
ruling says enough of those coy games …

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Does your company have a written progressive disciplinary policy? Do
you and your supervisors follow it step by step–like a recipe? A new
court ruling says that if you don’t, you could whipping up a recipe for
disaster and liability under the Age Discrimination in Employment Act
(ADEA)

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Memories fade and employees come and go. That’s why it’s
crucial to retain certain records for future reference. Among the
records you should keep forever are past organizational charts that
show who had supervisory authority over other employees …

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Sometimes employees get frustrated. Sometimes they even act rudely.
But a new ruling highlights a legal risk you may not have thought
about: Employee’s rude treatment can quickly turn into an ADA lawsuit
if the customer is disabled. A New York court last week called the
problem a “failure to train” case

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