I interviewed a job candidate who was severely overweight and had trouble walking. While the job is mostly a desk job (administrative assistant) the admins are expected to run things back and forth when needed. Could I have asked her about her health? I didn’t. I didn’t offer her the job, either, and now I’m feeling guilty. What should I have done?

We drug test new hires at my company. When a potential employee’s test comes back positive it’s easy enough to rescind the offer, but we had a candidate have a test returned “negative but diluted” and we rescinded the offer. The candidate had already given two weeks’ notice at his current company and they won’t take him back. Did we do the right thing?

I have an employee who hasn’t been performing well. Last week, she was out sick again and I needed a report. I tried to call her, but she didn’t answer. So, I asked IT if I could get the report from her email, and they gave me access to her inbox. I found the report, but curiosity overcame me, and I opened a few other emails. I feel totally guilty — I snooped. Is this legal? Is it moral? What do I do with this information?

Did you make any progress during October’s National Cyber Security Awareness Month? Did you, as I like to say, lock your business’s cookie jar?

By now, most employers know there are certain questions they can ask, and certain questions they must avoid when interviewing a candidate for a job. They know that anti-discrimination laws apply before a worker is even hired, and have heard stories about costly lawsuits resulting from an employer asking the wrong question of a prospective employee during a job interview.

Do Capitol employees have enough protection to believe that they can report sexual harassment or assault and maintain their careers?​

When an at-will termination is at issue, there are certain steps to take and considerations an employer should evaluate to minimize the risk of later becoming the target of a wrongful termination lawsuit.

We have a female employee who reported sexual harassment from a male coworker. The woman didn’t want to come forward, but once the CEO found out, he felt he had an obligation to handle the claim. We currently are without an HR manager. What is the proper way to handle this? Should an investigation be made? 

Watch any news channel, listen to any talk radio station or read virtually any online news or social media feed, and chances are, you’ll learn about a new lawsuit being filed against a company based on allegations of harassment, discrimination or retaliatory conduct in the workplace.

From texts to photos to emails, every modern law case involves some sort of e-discovery — so why are lawyers still failing to do it?