Religion in the workplace can present a difficult balancing act for employers. Failing to strike the right balance can lead to clashes with workers and unions, potential lawsuits, trouble with federal regulators, and a negative public image.
Boeing Co. is trying to expand production and add manufacturing capacity, something most other companies can only dream about doing in this economy. Unfortunately, Boeing has hit a snag. But it is not the economy that is hampering the company. It’s the National Labor Relations Board (NLRB).
Union membership in the private sector stands today at a mere 6.9 percent, down drastically from its high of 35 percent during the mid-1950s. However, the National Labor Relations Board (NLRB) has made recent moves likely to pave the way for unionizing attempts in the workforce.
Imagine one of your employees bashes your company or their coworkers on Facebook. You might think that you could fire that employee. But you would probably be wrong. Or consider whether you should Google job applicants. It may seem like a no-brainer, but if you don’t do it correctly, you could end up in the midst of a lawsuit.
The Social Security Administration’s re-introduction of No-Match Letters, along with U.S. Immigration and Customs Enforcement’s skyrocketing issuance of Notice of Inspections of I-9s, evidences the federal government’s increasingly aggressive stance to curb the hiring of unauthorized workers and to penalize employers who do.
To bring more objective standards to the hiring and promotion process, many organizations are using or considering employment tests. However, when employment tests are not designed, administered, or used correctly, they can leave employers vulnerable to claims of discrimination and reverse discrimination.
It’s a story that’s playing out across the country - cash-strapped governments are scrambling to balance their budgets while hamstrung by the contracts of current and retired public union workers. Without the ability to renegotiate contracts or get concessions from unions, governments are left to increase their tax rates and cut services.
For many employers, running credit checks on job applicants is a regular part of the hiring process. But employers also need to be very careful when they use background credit checks for job applicants. They must weigh their need to know with a person’s right to privacy.