Pros and Cons of 'Attitude' Surveys
Question: What are some of the legal pros and cons of having employees complete annual employee satisfaction or attitude surveys? We are thinking about doing them, but want to make sure we have considered all the benefits and drawbacks before we move forward.
Recording Conversations with the C-Suite
Question: We have just learned that some employees have been secretly tape-recording conversations they have with management. Is there something we can do to prohibit this?
Unpaid Foreign Interns
Question: We have taken on a large number of unpaid interns from foreign countries this summer. Are these foreign interns covered by OSHA's recordkeeping requirements?
Researching Job Applicants Online
Question: Some of our hiring committee employees have gotten into the habit of using the Internet to research our job applicants (both before and after they come in for interviews). Because something tells me this may not be such a good idea, I have told them not to do this while on company time, as I can't control what they decide to do in their free time. Is my concern warranted?
Question: I am the HR professional at a child-care institution. We just learned that one of our best-performing employees was recently arrested for exposing his private parts in public. This has caused us great concern given the nature of our business and we are thinking of firing him just on account of his arrest. Can we fire him based on this arrest or are we prohibited from doing so?
ADA Accommodation and the Office Thermostat
Question: Can you provide a summary of the Americans with Disabilities Act's requirements for reasonable accommodations? Specifically, does the ADA consider sensitivity to temperature to be a serious medical condition that requires an accommodation? We have an employee who repeatedly complains about the office temperature -- saying it is either too hot or too cold and claims that the temperature needs to be adjusted to accommodate her medical condition. She claims we have to accommodate her under the ADA but this seems excessive to us.
Preparing for a Deposition
Question: I am the HR director of a small company and have just been served with a deposition subpoena in a case where a former employee alleges that she was the victim of sexual discrimination when she was not promoted and was sexually harassed at work. I have never been deposed before and have not yet had any contact with our company's legal counsel. Can you please give me some tips on what I can expect from the preparation phase and the deposition itself, as well as what documents, in general, I should expect to be asked about when I am deposed?
A Case of the 'Mondays' Not Covered By Title VII
Question: One of our employees has requested a religious accommodation to not work on Mondays, claiming that she practices her religion on Mondays as it is a so-called holy day for her. The problem is she admits that she is not a member of any recognized religious group. She also claims that she is the founder of her "religion" and currently the only person she knows who practices it. Under these circumstances, are we still required to provide her with this religious accommodation?
Updating Emergency-Response Procedures
Are we legally permitted to ask our employees to disclose their medical information in order for us to assess what if any special emergency response accommodations we need to have at the ready for disabled employees (both those with visible disabilities and those without)?
Handling Complaints Properly
Is the company required to investigate complaints that come in to me at training sessions (outside of the standard procedure) or can we require the employee to first follow the standard complaint procedure before we address the complaint?