10/16/2017
Q: “An employee has experienced a work-related injury and the physician returned the employee back to work with restrictions. The restriction has resulted in the employee being on light duty beyond 90 days with no end date. The employee works in a light-duty capacity eight hours per day, but not in the position that the employee was hired for. What is the employer’s next step?” – Anonymous, Virginia
10/02/2017
Q: “For nearly every job family at my company, staff promotions are handled in a calibration meeting with senior management who discuss promotions and raises. Promotion requests are defended (if necessary) with examples of sustained high-level performance. The only job family held to a different standard of scrutiny/justification are our administrative assistants. In the case of their promotion from one level to the next, a special committee has been formed and managers come before that committee to plead their case for promoting their admin. A substantial number of requests are denied, usually with ‘she doesn’t support a senior manager’ silliness. I’ve cautioned my managers that creating this extra hurdle for promotions for a single job family is inequitable and discriminatory. Am I wrong?” – Anonymous, Washington
