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Employment Law

Keep the snark to yourself! If you suspect malingering, let system play out

12/03/2012
Sometimes, employees fake or exaggerate injuries in the hopes of getting paid time off. If you suspect that’s going on, don’t get angry and put vindictive roadblocks in the employee’s way. Instead, treat him the same way you treat everyone else.

Hiring: List experience requirements, too

12/03/2012
When posting job openings, don’t focus solely on educational re­­quirements. Instead, be sure to clarify that job experience is also required—and provide specific examples.

What are the downsides of personality tests?

12/03/2012

Q. We are thinking about using personality tests to evaluate whether applicants would be friendly and communicate well with our customers. Does using such a test expose us to potential lawsuits?

English-only rule: Is it legal?

12/03/2012
Q. Is it legal for our company to require employees to speak only English at work?

What’s the big idea? Protecting employer-owned intellectual property

12/03/2012
With the end of the year approaching, you’re probably assessing 2012 performance and planning for 2013. As you take stock of the past and set future directions, take the time to review employment agreements and policies designed to protect your intellectual property assets.

Rite-Aid, ex-worker settle disability lawsuit for $250K

12/03/2012
The Camp Hill-based Rite-Aid drug store chain will pay $250,000 to settle a disability discrimination and retaliation complaint filed by an epileptic former worker at one of its Maryland facilities.

Overqualified or too old? Firm must answer to EEOC

12/03/2012
The EEOC is suing Amerisource-Bergen Corp., claiming the pharmaceutical distributor violated the Age Discrimination in Employment Act when it failed to hire a 60-year-old man for a telecom manager position.

Pregnancy discrimination: You may be personally liable

12/03/2012
Here’s a good reason to make sure pregnant employees don’t experience bias: The Pennsylvania Human Relations Act protects against pregnancy discrimination and holds personally liable anyone who aids or abets discriminatory practices.

Why you must retain applications and résumés

12/03/2012
It isn’t unusual for disappointed applicants to file frivolous failure-to-hire lawsuits. Your best shot at a quick dismissal is proof that the applicant wasn’t qualified. An application or résumé can do that.

Warn bosses: Don’t say anything about medical conditions that may be covered by FMLA

12/03/2012
Making comments about someone’s illness is both rude and unprofessional. It may also be the basis for a lawsuit. That’s reason enough to warn supervisors and managers against discussing medical problems related to FMLA leave