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Is an Off-Duty Lap Dance Request Cause for Alarm?
HR Stories From The Front Lines*
Many employees moonlight to make ends meet, which is permissible as long as their other job doesn’t interfere with the workplace. What would you do if you learned that an employee’s second job caused one of your managers to engage in questionable off-duty behavior?*
Do you have an HR question keeping you up at night?
The following question was submitted to our HR Professionals in the past month …Question #1
Our company is currently experiencing a measles outbreak amongst our workforce. Are we able require employees stay home while they are contagious? Also, do you have any recommendations on steps we can take to prevent future outbreaks?Question #2
We have a cook who recently returned from a medical leave of absence. The cook is on light duty, but we recently discovered that he is taking medication related to his recovery. We are concerned that the medication may have side effects (such as drowsiness or dizziness) that may place the employee in danger. What can we do to ensure that the employee remains safe at work?View the Answer (Opens in a new window)
Can You Ask This Question During An Interview?
Brain Teaser
You are interviewing for an all-night cashier/manager position at your convenience store. The candidate you are about to interview seems like a perfect fit for the job. She has managed other convenience stores and has no problem working the graveyard shift.
When this candidate comes in, you are quickly disappointed. You are not quite sure, but it appears she may be a few months pregnant. You are worried about her safety and the safety of her baby if she is pregnant. You want to make sure she’s able to do the job. In addition, it has been really hard to find someone to fill this position. Having her leave for a few weeks, after being newly hired would be a hardship on your business.
How should you handle this issue?
You have the right to ask, especially if she’s going to take time off immediately after you hire her.
You cannot ask a woman if she’s pregnant. This is discrimination.
OSHA requires you to keep your employee’s safe. This job can be dangerous. You cannot put her safety at risk, or the safety of her unborn child.
While asking the question is not illegal, exposure to a claim of discrimination may be established by the known information.
