Employees Rights
Employers’ Policies and Procedures:
Protecting the Bottom Line and Employees
Alicia Murphy
Effective Persuasive Writing
Professor Ryder
May 7, 2006
Employers’ Policies and Procedures:
Protecting the Bottom Line and Employees During all stages of employment, employees often feel that the policies and procedures implemented by employers are invasive and unfair. In truth, employers have more legal rights than employees, or prospective employees when it comes to the implementation of policies and procedures. Employers usually begin the process of implementing new policies to protect their bottom line…their profit margin. These procedures sometimes end up making employees feel their personal privacy rights have been violated when; in fact that is not the case. In the long run, valued employees end up being protected by the same rules they originally felt were invading their personal privacy rights. Hiring and pre-employment policies and procedures that can save more than money It is very common for employers to have policies and procedures in place regarding the medical information of prospective employees. These policies can require a person to submit to a number of invasive feeling medical procedures. These procedures can consist of filling out a simple medical questionnaire: submitting to testing which can determine the use of illegal drugs: or submitting to a full blown medical examination and physical. The Americans with Disabilities Act (ADA) was created to protect people with disabilities, or perceived disabilities from being discriminated against because of those disabilities. The ADA provides that an employer with 15 or more employees cannot require a prospective employee to submit to any type of medical exam unless a tentative offer of employment is made, and additional testing guidelines have been met. Those additional guidelines take two important facts into account: all tentative employees for the same
Protecting the Bottom Line and Employees
Alicia Murphy
Effective Persuasive Writing
Professor Ryder
May 7, 2006
Employers’ Policies and Procedures:
Protecting the Bottom Line and Employees During all stages of employment, employees often feel that the policies and procedures implemented by employers are invasive and unfair. In truth, employers have more legal rights than employees, or prospective employees when it comes to the implementation of policies and procedures. Employers usually begin the process of implementing new policies to protect their bottom line…their profit margin. These procedures sometimes end up making employees feel their personal privacy rights have been violated when; in fact that is not the case. In the long run, valued employees end up being protected by the same rules they originally felt were invading their personal privacy rights. Hiring and pre-employment policies and procedures that can save more than money It is very common for employers to have policies and procedures in place regarding the medical information of prospective employees. These policies can require a person to submit to a number of invasive feeling medical procedures. These procedures can consist of filling out a simple medical questionnaire: submitting to testing which can determine the use of illegal drugs: or submitting to a full blown medical examination and physical. The Americans with Disabilities Act (ADA) was created to protect people with disabilities, or perceived disabilities from being discriminated against because of those disabilities. The ADA provides that an employer with 15 or more employees cannot require a prospective employee to submit to any type of medical exam unless a tentative offer of employment is made, and additional testing guidelines have been met. Those additional guidelines take two important facts into account: all tentative employees for the same
References: American Management Association (AMA) (2005). 2005 Electronic Monitoring and Surveillance Survey. Retrieved May 5, 2006, from www.amanet.org/research/pdfs/EMS_summary05.pdf Firoz, N., Taghi, R., & Souckova, J. (March 2006). E-Mails in the workplace: the electronic equivalent of DNA evidence. Journal of American Academy of Business, Cambridge, 8(2), 71-78. Gillian, J. (November 2002). Effective Hiring Practices. Professional Safety, 47(11), 46-48. Jund-Ming, W., and Kleiner, B. (2004). Effective Employment Screening Practices. Management Research News, 27(4/5), 99-107. Simmons, W. (n.d.) Hiring – basic legal issues for employers. Retrieved April 26, 2006, from http://www.employmentlawadvisors.com/resources/files/hiring.doc