An employee continually shares tweets during the workday that don’t paint our company in the best light. He also uses profanity in his tweets regularly. But he doesn’t indicate where he works in his Twitter bio. And the profanity and perspectives he shares are part of the “personal brand” he portrays online. From an HR perspective, what are my options?
—Uncharted Waters, corporate communications director, financial services
The ADA's workplace focus now squarely rests on the issue of accommodation. For this reason, the law's next 25 years will be greatly impacted by technology.
One woman purposely kept trying to give me a flat tire because I was moving so slowly.
When it comes time to demote an employee, transparency is key.
You need to take a long, hard, look at which of your employees you are requiring to connect when they are off the clock.
When in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.
If you are faced with two employees of different races (or national origins, or religions) fighting in your workplace, is it just best to fire them both?