Q. One of our employees has multiple sclerosis and isn't meeting our production standard, which calls for 70 percent production level. This employee is achieving only a 59 percent level. From an ADA standpoint, what would be a reasonable accommodation? —M.R., Pennsylvania
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Q. Our company has typically sent formal offer letters to job candidates for certain positions. Could such letters legally bind us, and would we be smarter to avoid them? —S.T., Texas
Q. We have a number of Hispanic employees who speak little or no English. One of these employees recently resigned through a Spanish-speaking co-worker acting as interpreter. She quit after we denied a raise because of problems with her timecard. Her mother called and demanded that we rehire her daughter. Are we under any legal obligation to rehire? —W.K., Maryland
Q. I'm considering instituting a policy at my company that would permit me to record my employees' phone conversations. Can I record employee phone calls without their consent? —P.C., Michigan
Q. Soon after I started in a new HR department, I reviewed the files and found that some of the employees’ I-9 forms don’t have dates or signatures, or they’ve been completed using outdated forms. Can I go back to employees and redo the forms, collecting current documentation? Or should I just make sure the right forms are used from now on? —J.M., Ohio
Q. Is it legal to require management employees to give us a longer resignation period than other employees? —M.L., Missouri
Q. Is it legal for us to strongly encourage our employees to have money withheld from their paychecks to support a charity drive, like the United Way? —L.M., Texas
Q. I know that the Older Workers Benefit Protection Act (OWBPA) requires that I provide an employee who has been discharged as part of a “group” termination at least 45 days to consider the terms of a release waiving his or her rights under the Age Discrimination in Employment Act (ADEA). How many employees constitute a “group”? —N.W., Pennsylvania
Q. We fired a part-time employee for stealing a gift card out of the trash. We have a policy against taking anything of value out of the garbage. The next day, his supervisor announced to everyone that the employee had been fired for theft. I don’t think it was appropriate to tell others the reason. Was it? And what should we say if someone calls for a reference? —A.L., Arkansas
It seems safe to conclude that Georgia employers won't have to worry anytime soon about a state ban on sexual-orientation discrimination in the workplace ...