If you treat employees as if they’re disabled, they’ll garner ADA protections even if they’re healthy as horses. Wait for skills testing and medical results to determine an employee’s condition; don’t make snap judgments …
A narrowly tailored English-only policy that is designed to serve legitimate business needs is not discriminatory, says the EEOC. To be valid, the policy should spell out when English is required and let employees converse in any other language at all other times …
Q. We’ve received differing information on exactly what notices we’re legally supposed to post in our office. Where can I find a reliable listing? —W.I., New York
Q. Management wants to institute a policy that requires cashiers whose registers are short at night’s end to replace the disputed amount out of their own pockets. Does this violate the law? —B.B., New York
