Q. Is it legal to ask applicants medical questions, specifically, if they have HIV? Does the law allow any legal exceptions to ask this question of people applying for food-handling positions?” —S.S., California
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
Q. Can we legally prohibit female workers from breast-feeding at work? —R.B., California
Q. We run a carry-out/catering kitchen. Can we legally tell all of our employees and customers that they can't smoke on the property? —L.D., Maryland
In a move that is spurring big price competition among pharmacies, Wal-Mart expanded its low-cost prescription program nationwide. Target and other pharmacy chains say they’ll match the offer ...
Fewer than half of Americans say they’re satisfied with their jobs, a dramatic drop from 20 years ago when 61 percent said they were satisfied, according to surveys by The Conference Board ...
Q. One of our employees, who has diabetes, is on the road a lot tending to patients in their homes. We’ve heard that she is having trouble seeing patient charts and difficulty pricking patients’ fingers for tests. What should we do? —M.J., New Jersey
Q. We need to change our severance policy, mostly due to declining business conditions. Can we reduce the severance amounts cited in employment agreements with certain staff as long as we notify them of the change? —J.C., Illinois
Q. If we let some employees in a department return to work in a light-duty capacity, can we deny other employees that same option? We need to do this because the department no longer can operate properly with half its staff on medical leave or limited to light duty due to medical conditions. The union contract says that when an employee is eligible for medical leave, six months must pass before we may terminate the employee. —D.W., Illinois
Q. We don't ask applicants for their age or birth date on our application. But we plan to start conducting background checks on applicants whom we're seriously considering. The company that will conduct the checks for us said the birth date is on all the applications they see and that it's instrumental to conducting the checks. What should we do? —V.T., Wyoming
Q. Can I ask employees who are already with the company to execute noncompete agreements? —L.T., Georgia