Q. We recently held a three-day meeting and on the second night one of the regional account executives proceeded to drink too much and behave very badly. He failed to show up for the final day of the meeting. Is this grounds for dismissal?
Q. We have a pregnant employee who works as a nurse and has asked that she be excused from lifting patients during her pregnancy. Do we have to grant her request?
Q. One of our employees was involved in an incident and questioned regarding suspected wrongdoing. He is now bringing a suit against the company, alleging that the act of being brought into a room and questioned at length constitutes false imprisonment and that the aggressive questioning constituted assault. Does he have a case?
Q. We have some employees that have been misclassified as exempt. We are working to rectify the situation, but could we still be penalized for the time the employee was misclassified?
Q. As an HR professional, do I have personal liability for my participation in employment decisions?
Q. Do I have to follow the WARN Act if someone buys my business?
Q. May I dock an employee’s pay as a penalty for disciplinary infractions?
Q. Because our office is in a residential area, mail isn’t delivered until the late afternoon. One of our secretaries volunteered to pick up the mail at the post office on her way to work every day. It’s not too far out of the way, but it does change her regular route to work. Are we required to reimburse her for the additional time, as well as mileage?
Q. Are active duty military and veterans considered a protected class?
Q. An employee recently complained about receiving inappropriate email messages and links to pornographic websites from some of her co-workers. We would like to review the messages to figure out exactly how large a problem we face. Can we do this?