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Your business may wish to hire employees who are well suited to a physically demanding task. This may make you wonder if your applicants are healthy enough to perform these tasks -- so much so you would like to ask about their medical history.

Amsted Rail Co., Inc. and Amsted Industries, Inc. had similar concerns about its applicants having carpal tunnel syndrome, so it performed tests and asked about potential hires' history with carpal tunnel. Now the Equal Employment Opportunity Commission (EEOC) is suing Amsted for violating the ADA with its hiring practices.

Can employers ask potential hires about their medical histories?

Conde Nast, the publisher of magazines such as Vogue, Wired, and The New Yorker, has agreed to a $5.8 million settlement of a class-action lawsuit filed by former interns.

The interns claimed the company made them perform work, but failed to pay at least the minimum wage as required by law. The settlement agreement covers about 7,500 interns; under the terms of the settlement, these interns -- some of whom last worked for Conde Nast in 2007 -- will receive between $700 and $1,900, Reuters reports.

What led to the lawsuit and subsequent settlement?

Your business may have a casual and fun atmosphere, which may border at times on juvenile. But you should think twice about letting your workplace become like a locker room or frat house.

Not only is the image of a locker room not consistent with a professional (and clean-smelling) workspace, but it may encourage misconduct that could open your business to liability.

So before you join in on a light-hearted office prank, consider these five ways in which a "locker room" office culture can get your business sued:

A Las Vegas strip club may be on the hook for millions of dollars in back wages after the Nevada Supreme Court ruled that an estimated 6,500 strippers the club had claimed were independent contractors were actually employees entitled to minimum wage.

In a unanimous decision, the Nevada Supreme Court ruled in favor of the dancers at Sapphire Gentlemen's Club, which bills itself as the "World's Largest Strip Club." The suit was first filed by six dancers in 2009 and was certified as a class action lawsuit, meaning that the ruling could affect as many of 6,500 current and former dancers at the club, reports the Associated Press

What led to the court's decision and what should business owners be aware of when determining whether a worker is a contractor or an employee?

Giving a job reference for a former employee who left on good terms is rarely a problem for employers.

But what about giving a bad reference for a former employee who was fired or otherwise left your employment on bad or unpleasant terms? Employers may be torn between warning a future employer about the person they are considering bringing on board and the potential consequences of giving a negative reference.

But what are those consequences? Can a bad reference result in an employer getting sued?

Broadcast network NBC has agreed to settle claims filed by former interns who claimed the network's unpaid internship program violated federal and state labor laws.

A group of interns led by ex-"Saturday Night Live" intern Monet Eliastam filed the class action lawsuit last year alleging that unpaid interns were being used in place of normal workers at NBC. The suit also alleged that NBC's internship program failed to provide academic or vocational training. If approved by the judge in case, the $6.4 million settlement would be distributed among thousands of former interns, reports The Hollywood Reporter.

What can business owners learn from NBC's settlement in this case? Here are five things to remember when it comes to unpaid interns:

Today is National Flex Day, an occasion to celebrate the benefits and importance of flexible work arrangements: telecommuting, flex time (no more 9-to-5), and compressed work weeks (longer shifts, fewer days). Flex time is great for employees seeking work-life balance, especially those with dependent family members (children and the elderly) whom they have to care for.

It's also surprisingly important for employers. Here are three reasons why:

A worker at a Florida Chili's restaurant was fired after posting a series of shirtless pictures of himself in the restaurant's kitchen on Facebook.

The pictures, posted by a man calling himself Justin Speekz on a publicly visible Facebook profile, were labeled "Sexy Cooks of Chili's," reports Tampa's WFTS-TV. The pictures were discovered on Facebook by a customer of the restaurant.

Florida's Department of Business and Professional Regulation, which regulates restaurants, said there did not appear to be any violations in the photos, as no food was being prepared at the time they were taken; the employee was nonetheless terminated.

What lessons can employers learn from this latest employee social media stunt?

Starbucks employees can now show off their tattoos at work after a change in Starbucks' customer-facing tattoo policy.

Before the switch, baristas and other workers who were dealing with Starbucks customers would have to cover their tattoos, resulting in lots of sweaty dudes in long sleeves. Now, Forbes reports that Starbucks has lifted this workplace tattoo embargo, allowing all inked skin to breathe free -- except face tattoos.

Should your company drink the Koolaid pumpkin spice latte and follow Starbucks' lead?

Apple and Facebook recently began offering to pay for female employees to freeze their eggs, a procedure that typically costs at least $10,000.

NBC News reports that the two tech giants may be attempting to compete for top female talent by allowing women who work for them to put their reproductive choices on ice. Covering the costs of egg freezing may allow female employees to pursue their careers without sacrificing their fertility, and Apple and Facebook are leading the way.

Before you worry about your company's fertility coverage, here are three questions employers may be asking about this egg-freezing benefit: