Employment Law

You can require employees to undergo medical evaluations

02/01/2008

Have you ever suspected that one of your employees was not quite as injured or ill as he says? Employers certainly can insist on a medical examination to determine the exact nature and extent of workers’ medical problems—and any appropriate work restrictions. Just make certain you treat all injured employees the same …

Carefully consider FMLA request to prevent double damages

02/01/2008

The FMLA has a built-in penalty for intentionally interfering with the law. Courts can double the damages when they believe an employer acted to circumvent the FMLA. Acting in good faith is the key. Even if a court finds in favor of an employee’s FMLA complaint, you may be able to avoid paying double if you can show you carefully considered whether the employee was eligible for FMLA leave …

Different punishments for different infractions are legit

02/01/2008

Fairness and equal treatment are basic tenets of the HR profession. But that doesn’t mean all discipline cases merit equal punishment, even if the offenses are superficially similar. You can—and often must—punish some rule breakers more severely than others. Just make certain you can justify the differences …

Insist on HR oversight of disciplinary investigations

02/01/2008

Does your HR office take an active role in workplace investigations? If not, it should. By centralizing the investigative and decision-making functions, you increase the odds that your organization’s disciplinary decisions will be fair and evenhanded …

Employees have to pick: ADA or state disability discrimination law

02/01/2008

Good news for employers: Employees who claim disability discrimination can’t sue under both state and federal laws. They have to choose whether to sue under the ADA or the North Carolina Persons With Disabilities Protection Act …

On references, mum’s usually the word, but sometimes honesty is the best policy

02/01/2008

Conventional wisdom says it’s best to refuse to offer any opinion when a prospective employer asks for a reference on an applicant you know may be a poor choice. But sometimes, you may feel compelled to give your counterpart at the hiring organization an honest “heads up.” Before you do, consider that the applicant may sue you if he doesn’t get the job …

Union setback as court finds Smithfield didn’t abuse workers

02/01/2008

A federal appeals court has overturned a National Labor Relations Board (NLRB) decision and ruled that security personnel at the Tar Heel plant of Smithfield Foods did not mistreat employees who worked for a cleaning contractor during a November 2003 protest …

Employment Law

You can require employees to undergo medical evaluations

Carefully consider FMLA request to prevent double damages

Different punishments for different infractions are legit

Insist on HR oversight of disciplinary investigations

Employees have to pick: ADA or state disability discrimination law

On references, mum’s usually the word, but sometimes honesty is the best policy

Union setback as court finds Smithfield didn’t abuse workers

The risk of references

Refusing to return from leave

Limits on workers’ comp leave?

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