Employment Law

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Q. We've had a disabled worker on staff for five years. He's consistently absent or tardy and has trouble working with others and keeping up his job duties. We adjusted his hours, but his poor work forced us to reassign some of his duties and even hire another person to help carry the load. What can we do? —F.F., Texas

Q. During a recent Internet chat room exchange, an individual self-identified as an employee came to our company's defense over a recent drop in stock price. The employee came dangerously close to disclosing information about earnings that were not yet public. What should we do? —C.F., New Jersey

Q. In the December 2000 issue, you discussed the topic of employees with body odor. We also have a staff member with body odor so bad that other staff members have complained and even threatened to leave the agency. The employee has been disciplined several times and required to go home without pay until she agrees to comply with the dress code. At what point can we legally terminate her? —A.S., Michigan

Federal law says you must grant employees "reasonable accommodations" for their religious beliefs and practices. But that doesn't mean that any employees who are told they must work on their Sabbath have an automatic lawsuit ...

Unions, trying to regain the luster they lost over several decades, have embarked on aggressive organizational campaigns. But that doesn't mean you have to put up with their disruptive, harassing attempts to contact and organize your employees ...

Your company has employment practices liability insurance (EPLI), so it's covered in case of any employee lawsuit, right? Not so fast. The fine print in an EPLI policy can turn an apparently strong lawsuit shield into a worthless piece of paper ...

Q. If we don't have a job opening, are we required to hand out applications to anyone who asks? Or can we just say that we're not taking applications at this time? —J. I., Washington

Until recently, companies that sold products and services over the Web didn’t feel that the ADA applied to them, meaning they weren’t required to make their sites accessible to visually impaired or disabled people. But a lawsuit against Target stores has Web retailers rethinking that assumption ...

Employers can cut an employee’s compensation at any time for any nondiscriminatory reason, as long as the person isn’t covered by a union contract or other agreement ...

When it comes to promotions and wage increases, it pays to spell out for employees exactly how the process works. That way, you’re less likely to lose a failure-to-promote case or a pay-discrimination suit. ...