Here’s a tricky scenario for any HR pro: You have reason to believe that an employee, who has suddenly started showing increasingly erratic behavior, is struggling to do her job and negatively impacting her co-workers. What can you do?
Can you require that worker to undergo an independent medical exam before returning to work?
Monroe v. Consumer’s Energy tested the legality of such a move. In this case, the long-time employee, Ms. Monroe, suddenly began having trouble focusing and concentrating at work and stopped interacting with her co-workers. She then began accusing those co-workers of tracking her — via a GPS on her car — and doing surveillance by placing listening devices in the office that intercepted her text messages.
Read the complete article here: http://www.hrmorning.com/ada-lawsuit-can-you-force-an-unstable-employee-to-see-a-doctor
