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7 Examples of Pregnancy Discrimination in the Workplace

7 Examples of Pregnancy Discrimination in the Workplace

7 Examples of Pregnancy Discrimination in the Workplace

7 Examples of Pregnancy Discrimination in the Workplace

by Steven I. Azizi 16/09/2021

The 1978 Pregnancy Discrimination Act (PDA) in the United States forbids employers from discriminating against pregnant employees in the workplace. The PDA protects pregnant workers from being discriminated against in workplaces with more than 15 workers. Similarly, in the European Union, the Pregnant Workers Directive (PWD) 92/85 protects the rights of women workers during and after pregnancy.

Employers cannot discriminate on the basis of (past, current, or future) pregnancy, childbirth, or a related health condition in any aspect related to pregnant workers’ jobs, including recruitment & dismissal, training, duties, salary, promotion, health insurance, etc. Yes, the PDA in the United States doesn’t just protect pregnant women. It also forbids discrimination on the basis of medical conditions caused by childbirth or pregnancy.

The PDA has been a federal law for over four decades now. Unfortunately, cases of pregnancy discrimination in the workplace continue to pour in. According to reports published by the Equal Employment Opportunity Commission (EEOC), the total number of pregnancy discrimination claims in the United States increased sharply by 65% during 1992-2007 and 50% during 1997-2011. In 2016, the commission reported having received more than three thousand pregnancy discrimination charges.

Such discrimination in the workplace is often under-reported because most women do not understand what constitutes pregnancy discrimination and how to fight it with the help of a pregnancy discrimination attorney. Here in this post, we will look at seven most common examples of pregnancy discrimination in the workplace: 

 

 

1. Refusing to hire someone because they are pregnant – or plan to start a family

When a job applicant is pregnant or intends to become pregnant, a company cannot refuse to hire them for such reasons. The PDA also forbids hiring managers from asking job applicants about their childbearing plans.  

Job applicants, however, can ask about the company’s health insurance coverage, maternity leave benefits, and short-term disability coverage. In general, employers cannot make hiring decisions based on whether you are single, married, divorced, have kids, or plan to get pregnant.

Many companies try to justify such discrimination by saying they are only looking to hire someone who can continue working without any interruptions.

Hiring managers may have numerous such biased assumptions about how a female worker will perform during her pregnancy or weeks following childbirth. Hiring decisions made on the basis of such assumptions are illegal.

 

 

2. Not Providing Reasonable Accommodations

 

The employer is required by law to provide reasonable accommodation if a woman is experiencing pregnancy-related complications. If a worker is unable to perform specific tasks due to a medical condition or impairment during pregnancy or after childbirth, employers are bound by law to make reasonable accommodations.

Some common examples of reasonable accommodations for pregnant employees are:

  • Temporarily assigning a light-duty assignment to a pregnant worker who is experiencing back pain
  • Modifying a pregnant employee’s work schedule because she experiences severe morning sickness
  • Moving a pregnant worker’s workstation closer to the restroom
  • Providing a stool or chair at a pregnant worker’s workstation so that she doesn’t have to stand on her feet all the time

In most cases, pregnant workers need to submit a doctor’s note/certificate. Once the medical condition has been documented, employers need to make necessary accommodations.

 

 

3. Not Providing a Private Place to Pump Breast Milk 

In the US, companies with at least 50 employees are bound by the Affordable Care Act (ACA) – earlier known as the Patient Protection and Affordable Care Act – to provide a safe and private place, other than restrooms, to women employees who have been recently pregnant to pump breast milk.

The PDA also considers lactation as a medical condition associated with pregnancy. So, employers cannot discriminate against someone expressing breast milk in the workplace.

The Fair Labor Standards Act (FLSA) also offers significant protection to nursing mothers. This act makes it mandatory for employers to provide reasonable break time during work shifts to recently-pregnant workers (up to one year after childbirth) to pump breast milk.  However, companies are not required by law to compensate such workers for this time.

Pregnant and recently pregnant workers are offered similar protections in the European Union through Directive 92/85 EEC.

 

 

4. Verbal Harassment

 

Occasional annoying comments in the workplace aren’t illegal. But, if you are subject to jokes, insults, or negative comments that amount to creating a hostile work environment, you may be at the receiving end of ‘illegal’ harassment in the workplace.

Negative comments about how pregnancy is affecting your performance may also constitute illegal harassment.

When in doubt, consider talking to an experienced lawyer specializing in pregnancy discrimination claims.

 

 

5. Firing Someone Because They Are Pregnant

 

Some companies terminate employment contracts of pregnant women. They tend to assume that a pregnant worker wouldn’t be able to complete her tasks or the new baby would interfere with an employee’s work routine.

Some employers may even have the notion that a particular job (e.g. lifting heavy objects in a warehouse) is not suitable for a pregnant woman.  

Employers cannot discriminate like this even if they wholeheartedly believe that the decision is in the best interest of the pregnant worker. It is up to the employee or her physician to make a decision on what’s best for her.

 

 

6. Not Considering a Pregnant Employee for Promotion

 

Some people like to think that a woman won’t be fully committed to a senior position once she has had a child. Regardless of the kind of stereotypes they want to hold on to in the 21st century, employers cannot refuse to promote an employee just because she recently gave birth to a child.

It is also illegal to ask workers to take some time off due to past or current pregnancy. Reassigning a worker during pregnancy or after childbirth may also be illegal if it’s against their wishes.

 

 

7. Retaliation for Filing a Discrimination Claim

 

Retaliation against an employee just because she filed a pregnancy discrimination claim, is among the most common forms of discrimination according to the EEOC.

After an employee files a discrimination charge, she may start getting poor performance reviews. Some companies may even fire, demote or verbally harass the employee.

Such retaliation against pregnant or recently-pregnant employees is illegal. Documenting such incidents or collecting relevant evidence can help you strengthen your case against the employer. 

by Steven I. Azizi 16/09/2021

Steven is the Senior Partner and co-founder of Miracle Mile Law Group. Steven always knew his calling involved helping ordinary people, not corporations, so he started Miracle Mile Law Group, where he exclusively represents employees in claims against their employers.

Steven A. Izizi, Esq.

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Savvy Tricks to Get You Prepare for Your First Business Trip

Savvy Tricks to Get You Prepare for Your First Business Trip

Savvy Tricks to Get You Prepare for Your First Business Trip

Savvy Tricks to Get You Prepare for Your First Business Trip

by Chloe Taylor 30/10/2020

Your first business trip can be a little scary and stressful. When you consider you have to navigate the airport, pack your suitcase, book transport and many other things, there’s a big possibility you’ll make a mistake. Add job performance pressure to the mix and you get a perfect recipe for stress. However, it’s not all so bad. To have a smooth first business trip, here’s a list of various tips and tricks that will help you impress your boss with your organizational skills.

 

 

Plan ahead

Every trip, especially the one you take for work, requires careful planning. When you have the eyes of your boss, coworkers and clients on you at all times, it’s extra important to come prepared. In order to be sure you have everything under control, map out the route to your accommodation, check all the dates and confirm your rental car reservation or book your airport transfer. If you don’t have quality luggage, make sure to invest in something new and practical, so your broken suitcase wheel doesn’t hold you back. It’s also smart to rely on carry-on luggage. It’s not fun to end up with lost luggage when you’re on a business trip.

 

 

 

Pack well

Naturally, you’ll pack plenty of business clothes, but don’t forget some other necessities. When traveling with coworkers, you might want to have some earplugs at hand, so you can catch some Zs and avoid jet lag. Make sure to stock up on face coverings, hand sanitizer and wet wipes in case you are traveling during the pandemic. Airports, taxis, office buildings and most other places require masks, so don’t risk being denied access to a place because you forgot your mask. Also, put a deck of cards in your bag so you can entertain your coworkers during a layover or delay.

 

7 savvy tricks business trips Talentese 3

 

 

Stay connected

When you’re traveling for work, it’s extra important to stay connected and online. You probably packed your laptop, work gadgets and chargers, but you want to have them powered and at your disposal at all times. So make sure to invest in a practical mini power bank that will provide you with a reliable energy source even on the road. These things are small and fit into any pocket or business bag, so there are no excuses not to bring it with you. Before you leave, check whether your destination has different outlets than those at home, so you can order an adapter in time. This way, you’ll never miss a business call or email.

 

7 savvy tricks business trips Talentese 4

 

 

Organize receipts

Don’t get your hopes up, expenses will be there when you return from your trip, so avoid digging around for lunch receipts while you’re catching up with work by organizing your receipts. There are two methods to consider—old-school filing in a folder and apps like Expensify. Since you need to keep all receipts from your business trip, make sure to include some notes associated with the purchase. Write down a note that states when, where, who and why you made the expense—this will make your expense report much easier to submit.

 

7 savvy tricks business trips Talentese 5

 

 

Plan for delays

It’s best to plan to arrive 15-30 minutes early to every important appointment, so schedule everything from airport travel to meals and client consultations. This will ensure you don’t run late for important meetings and always look professional, responsible and smart like a real female road warrior.

 

7 savvy tricks business trips Talentese 6

 

 

Schedule in some fun

Sure, the purpose of your trip is to focus on your job, but your business trip doesn’t have to be all work and no play. Every destination has a few things to see and try out, so gather your coworkers and go for some entertainment. Use websites like TripAdvisor to dig out local hot spots, best restaurants and fun events. This way, you’ll avoid boring chain restaurants and impress your office pals with your knowledge of the destination. Scheduling and organizing an outing will allow you to make better connections with your coworkers and bosses and turn you into the office hero.

 

7 savvy tricks business trips Talentese 7

 

 

Minimize drinking

While it’s good to relax and have occasional fun on your business trip, make sure to minimize drinking. By all means, if everyone is having a glass of wine with dinner or shots at a bar, join in, but make sure to stick to one glass. It doesn’t look good to linger in the bar or get sloppy on your business trip.

 

7 savvy tricks business trips Talentese 8

 

 

Final Thoughts

Don’t sweat it. With these tips up your sleeve, your business trip will be smooth, productive and even fun. If you’re hoping for a promotion when you come back, your impeccable performance on the road will certainly put some things in motion.

 

by Chloe Taylor 30/10/2020

Chloe is a stay-at-home mom by day and author by night. passions are organizing, green living and topics related to women thriving in business. She is also passionate about photography. Her biggest dream is to travel the whole world and take some stunning photographs of beautiful places. Besides all this, she enjoys drinking coffee and reading a beautiful book from time to time.

Chloe Taylor

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5 Important HR Considerations in the Time of COVID-19

5 Important HR Considerations in the Time of COVID-19

5 Important HR Considerations in the Time of COVID-19

5 Important HR Considerations in the Time of COVID-19

by Leon Reingold 05/06/2020

The crisis unleashed by the ongoing COVID-19 pandemic has been unprecedented. The physical and mental wellbeing of people is under enormous threat and business organizations across the globe are starting at an uncertain future.

Different organizations are responding to the crisis in different ways as per their financial standing, nature of business operations, and gravity of outbreak in areas where they operate. In most business organizations, HR departments are leading crisis-response efforts. Here in this post, we will discuss the top five HR considerations in the time of COVID-19-

  1. Remote Work

Given the forced business closures and community quarantine instructions and guidance from the government authorities and health organizations, most companies are asking their employees to work from home.

HR policy experts need to define how their companies will handle workplace shift toward remote work. Not many companies are currently prepared or equipped for a long-term shift. In many companies, some functional roles are not even designed to succeed in a remote work environment.

HR departments need to continually evaluate and improvise to identify success and failure factors of their work-from-home policies.

Some organizational design experts believe that the COVID-19 pandemic may permanently change working patterns in the post-corona world; hundreds and thousands of companies forced to embrace remote working by the Coronavirus pandemic may find that their workers aren’t willing to return to the office once the quarantine is lifted.

  1. Employee Communication

HR should provide timely updates regarding various measures adopted by the company in order to minimize the impact of the COVID-19 pandemic on various business functions.

Updates from business leaders, if any, can be shared via email or video messages.  

From time to time, HR should also provide verified information and trusted links to external sources of information (e.g. the CDC, WHO, local health agencies, law enforcement agencies, etc.) to all employees to keep them abreast of what is happening and how they can be safe.

Employees, who need to undertake inter-city or inter-state travel during the COVID-19 outbreak, should be provided with guidelines in accordance with the travel advisories issued by the government authorities.

If there is a change in workplace or HR policies related to the outbreak, the same should be communicated to the workforce at the earliest. The HR department also needs to address employee concerns, if any, on workplace policies.

  1. Leave Policy

A company may or may not be required by the law to provide employees with sick benefits. However, in light of the COVID-19 pandemic, employers may need to consider tweaking their leave policies.

For example, employees who are going through 14-day quarantine may be provided with PTO (paid-time-off) leave. Others who are sick or caring for a sick family member may also be covered under an updated leave policy.  

People nowadays have plenty of time on their hands to discuss leave policies of different companies on social networking platforms and form an opinion on what is ‘normal’ in terms of a company’s leave coverage. Potential coverage gaps can dent employee satisfaction and have an adverse impact on company reputation.

HR leadership should carefully examine leave policies of their key competitors or market peers to figure out what their leave coverage should look like.  

  1. Benefits & Employee Wellbeing

The pandemic will impact employees in more ways than we can possibly imagine right now.  Therefore, HR leaders must consider how these changes will affect employees and their needs. Worker wellbeing must be a priority.

Some key considerations are:

  • Health benefits: A business organization that does not offer a health benefits program, may introduce it as a key benefit to its employees during the COVID-19 pandemic.
  • Flexible work schedules: Many employees need to support their children at home as schools and daycare centers are closed. Some employees may also need to care for the elderly or sick family members. Such employees can be provided with flexible work schedules.
  • Virtual healthcare: Employees may be interested in availing of virtual healthcare services during the lockdown. Offering to pay for such services or tying up with an established telehealth company can go a long way towards assuring employees that they are cared for.
  • Mental health support:  It is possible that some employees would require mental health support in the wake of the COVID-19 pandemic, social distancing, and financial turmoil.
  • Financial counseling: Workers who are financially distressed may require financial counseling.

A company can demonstrate compassion for its employees by extending such benefits to help them through the pandemic.

Many companies have already started offering such benefits to their employees.

For instance, PepsiCo is offering sick pay/short term disability benefits and 100% pay during the 14-day quarantine period to its employees.

Facebook has announced that it’d give a $1000 bonus to each of its employees for incremental expenses due to the COVID-19 pandemic.

 Amazon has offered unlimited sick pay to employees who test positive for COVID-19.

There are many ways companies are giving back in different ways during the pandemic. Sourcing rapid COVID-19 detection kits to reduce workers’ exposure to the virus can also be perceived as a positive move by an employer. This is particularly helpful for companies that support essential services and have many of their employees coming to offices on a daily basis.

  1. Talent Acquisition

While most companies have frozen hiring, there are others who are keen to use this opportunity to interview and fill key roles. Such a move can also go a long way in instilling confidence in existing employees.

For instance, India-based Tata Consultancy Services recently announced that the company will honor over 40,000 job offers it made to new graduates this year. The company also made it clear that it will not lay off employees during the COVID-19 pandemic.  Amazon recently announced that it’d hire 100,000 warehouse and delivery workers this year.

Organizations that are better positioned versus the sector can create a strategic hiring roadmap for the year 2020 and innovate at a faster pace than their competitors when the world finally moves past this crisis.  

by Leon Reingold 05/06/2020

I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

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Top 8 Recruitment Strategies to Attract Top Talent in 2020

Top 8 Recruitment Strategies to Attract Top Talent in 2020

Top 8 Recruitment Strategies to Attract Top Talent in 2020

Top 8 Recruitment Strategies to Attract Top Talent in 2020

by Sunny Chawla 26/03/2020

The World has actually ended up being a huge ability magnet. Every person intends to hire top ability however just the ones that can determine their requirements, framework the best work description, analyze and also upskill workers, win the war. This challenge with the expanding age as well as requiring time, where everyone is victimizing the high prospective workers, becomes tougher to accomplish. If you wish to hire the very best ability to fuel future company development, you need to place in the distinct components in the dish of bringing in the very best skill for 2020!!

 

Recruiters typically have a hard time to find as well as employ the optimal job prospect. The right approach to working with the most effective abilities is the requirement of the hour. Companies need every advantage that they can reach stand out in this employing landscape. The ordinary period of young specialists at a single company is continually shrinking. As the need for skills such as expert system, cloud computing, and management remains to grow, it’s more difficult than in the past to attract and also preserve top-rate talent. The marketplace has lots of abilities and wrong action can allow you to lose a suitable prospect. Developing a strong and planned employer branding approach can aid you to attract the attention of these competitors. The specific niche of employing the most effective skills is to make various move and guarantee the hopefuls of long-lasting occupation development in your company even in Best pharmacy recruitment agencies. Recruitment Advertising and marketing has, consequently, ended up being popular over the last years as important for every single business.

 

Recruitment strategies to attract top talent

 

  • Key Elements of Human Character

We typically lose out on examining the mindset, aptitude, passions, as well as the psychological point of view of the possible candidate in the proposal to hire the most effective ability. The conventional practice of every recruiter is to shortlist the prospect on the basis of experience, effective Curriculum Vitae, skill-set, as well as the number of tasks worked upon. Nevertheless, the recruitment methods adopted by companies have actually seen an amazing change. Talent acquisition firms are moving past screening workers based upon solid resumes or affordable skill-sets.

 

  • A more comprehensive job vacancy

Job candidates seek quality in the task advertisements in terms of the profile, firm background, pay range, occupation possibilities, etc. A wise employer supplies a clear image of every needed detail in the work notification. You ought to have the ability to plainly interact job demands as well as just how one can benefit from this account.

There are lots of methods to craft a task blog post that will attract attention. State your company’s society pointing out just how the employees have that life-work balance in your business and also the advantages they are entitled to. A brief video clip or a web link to the firm’s career blog site is a great concept to express these plus factors.

 

  • Be flexible

Employees try to find firms where work pressure does not affect their individual life. A contemporary company offers a lot to its staff members. The work problems should be well balanced as well as it should not end up being dull to work all the time. Give them something extra like work from house alternatives sometimes, once a week offs, open environment workplace. Lots of companies conduct friendly sporting activities matches to keep the staff members amused. A feeling of restoration, as well as freedom, is really critical else it would end up being a conventional office of 9-5. In other words, get away from the conventional working criteria.

 

  • Social media recruiting

The Human Resource team should be energetic enough on social media to attract the best talent. They must search for prospective prospects and also urge them to apply to their firm. Build credibility and also a strong connection through social media recruiting. Find out exactly how to properly advertise your employer brand name on social networks.

There are lots of professionals who can supply your assignment aid in Australia to find out the art of using social media sites as a mainstream device to advertise yourself as a charming recruiter. These professionals specifically recognize just how to advertise brand names on different social media systems and utilize them for uploading work that stands apart. With their guidance, you can also be participants of workgroups as well as pages.

 

  • Shorter time to work with

Many abilities are shed due to the fact that recruitment agencies take too long to decide or get in touch with them. At the same time, competitors are waiting to hire your potential prospect. By the time you respond, either the person has nabbed another task or has lost interest in your business due to the hold-up. Worth the moment of others as you value your own. Let the pupils, professionals not wait and contact them instantly as you check with their profile as well as locate them deserving. Speed up your recruitment services to avoid the risks of a postponed employment process!

 

  • Develop a talent pool

When it pertains to hiring strategies, structure as well as keeping an ability pool is out everybody’s agenda yet. An actual embarrassment, given that having a talent swimming pool can be an excellent benefit for your recruitment. An ability pool is a data source that holds all the accounts of people thinking about your company; those that haven’t applied yet, but might wish to do so in the future, as well as those who did use before however, didn’t get the work, as an example, since they weren’t best for that specific function yet did fit the firm society.

 

  • Produce an employee referral program

Staff member references are a terrific way to discover prospects. As an added bonus offer, they include numerous benefits:

 

Recommendations are a much better society fit-– Your workers only refer individuals they believe will certainly be an excellent fit, both for the work as well as the business culture. So in a manner, they preselect the prospects.

Referrals are extra involved– Therefore, referrals have a tendency to be a lot more engaged right from the start; they already recognize at the very least a single person in the company who will show them around as well as see to it they feel comfortable.

Recommendations are more probable to stay– Referred staff members are better, functional quicker as well as a lot more efficient than individuals that have actually been employed by means of a various resources.

Producing an employee referral program does not have to be extremely made complex or expensive.

 

Simply ensure your program includes the list below aspects:

Motivations– This can be cash money rewards (they usually work best), but added vacations or other sorts of rewards also function.

The simpler, the better– Make sure your recommendation program is incredibly understandable and also use.

Feedback– Keep workers who’ve referred someone updated regarding the condition of their reference. That is if you want them to maintain referring prospects …

Recognition– Think about an excellent way to celebrate staff members who’ve successfully referred somebody to give them the recognition they are worthy of. This doesn’t have to be complicated, a reference in your inner firm e-newsletter can be enough.

 

  • Get serious concerning your Employer Brand and EVP

Your Company Brand Name (EB) is the face your firm shows the outdoors as a potential employer. It’s the sum of all the various things individuals assume when somebody asks what it would certainly be like to benefit firm X or Y. EB as well as Staff Member Worth Recommendation (EVP) work together. Your EVP is the assurance you make as a company to your workers in return for their commitment. It’s the sum of all the benefits as well as incentives workers obtain from the company they work for.

 

Now, why is it important to buckle down about your Employer Brand name? For one, since it helps you recruit prospects. A popular brand name means applicants will certainly discover you easier and apply normally. This, subsequently, results in lower recruiting prices. A solid EVP makes your workers proud to benefit your business– as well as more probable to speak favorably concerning you. This can cause even more recommendations (discussed over), a lot more going crazy social media blog posts triggering prospective prospects and simply much more good promotion for your organization as a company generally.

by Sunny Chawla 26/03/2020

Sunny Chawla is a Hiring Director at Alliance Recruitment Agency – the Leading chemical engineer recruitment agency. He specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses. Visit his Facebook, Twitter and LinkedIn pages.

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When (and how) Do Companies Perform Drug Tests for Applicants and Employees

When (and how) Do Companies Perform Drug Tests for Applicants and Employees

When (and how) Do Companies Perform Drug Tests for Applicants and Employees

When (and how) Do Companies Perform Drug Tests for Applicants and Employees

by Leon Reingold 13/02/2020

Given the worrying statistics on drug abuse in many countries around the globe, employers are now keen to understand how and when applicant/employee drug testing is conducted. Employees too lack clarity on how various companies drug test their workers. Here in this post, we will shed light on when and how do companies perform drug tests for applicants and employees. Read on! 

 

 

When Do Companies Perform Drug Tests for Job Applicants?

 

Commonly referred to as applicant testing or pre-employment drug testing, it is conducted at a time employers hire new employees.

In most jurisdictions in the US and Europe, applicant testing is either ‘authorized’ with certain terms and conditions or not ‘subject to restriction.’ Pre-employment drug testing laws in the US, for instance vary across the states, counties, and municipalities.

Consider the following examples:

  • In the state of Nevada (US), pre-employment drug testing is authorized for jobs involving public safety.
  • In the state of Oregon (US), pre-employment drug testing is authorized if there is reasonable suspicion an applicant is under the influence of controlled substances or alcohol.
  • In the state of Idaho (US), all employers are authorized to conduct drug tests as a condition of employment.
  • In the state of Delaware (US), drug testing is a legal requirement for certifying school bus drivers.
  • In Germany (Europe), blanket screening on all applicants is not permitted.
  • In Italy (Europe), drug testing is mandatory for safety-sensitive job roles but employers do not have any discretionary powers.

Therefore, it is advisable, especially for multi-state employers, to institute a solid drug testing policy that factors in the variations in workplace drug testing laws and regulations.

In most states, employers are required by the law to make a ‘conditional’ offer of employment to a candidate before a drug test is performed. Employers are generally required to give applicants an advance notice about drug screening. Companies cannot discriminate against certain candidates; all applicants applying for the same job should be tested in an identical manner.

Thus, applicant drug testing takes place ‘after’ a candidate has:

  • Furnished all necessary documentation to prove his or her eligibility for a vacant position
  • Qualified the written examination (if any) and the interview

 

When Do Companies Perform Employee Drug Testing?

 

Can a company drug test you after you are hired?  Yes. Even if a candidate has passed the applicant drug test during a recruitment drive and joined the workforce, he or she may still need to participate in an organization-wide employee drug screening exercise.

Many private and public employers in the United States now conduct employee drug testing for various reasons. While some employers are required by the federal and state laws to drug screen their workforce, others do so in order to:

  • Ensure the safety of employees, customers, and the general public
  • Preempt the possibility of illegal sale, purchase, and distribution of illicit drugs in the workplace
  • Enhance employee productivity
  • Reduce absenteeism
  • Reduce healthcare costs arising from workplace accidents and illnesses resulting from workplace drug abuse

Depending upon the employee drug testing schedule, a company may perform drug tests on various occasions. Can an employer drug test without advance notice? In most cases, employers need to inform workers in advance about its drug testing policy upon implementation or on hire.

Some of the most common examples when companies perform employee drug testing are:

  • When companies periodically drug-test their employees: Known as periodic drug testing, it can be conducted monthly, quarterly, half-yearly or yearly. Companies that employ people in safety-sensitive positions generally prefer to drug test their workers on a regular basis. Some workers may relapse or start taking drugs ‘after’ joining a company. Periodic drug testing helps companies identify such employees.
  • When companies randomly drugtest their employees:  Such drug tests are performed on a completely ‘random set’ of employees. With this approach, fewer workers are drug screened. Therefore, it allows companies to keep drug testing costs under control. Most employers hire third-party agencies to generate a random set and to preempt the possibility of targeted discrimination. Random drug testing is generally performed on a pre-determined day.
  • When companies drug test a worker based on reasonable suspicion:  Many companies train their managers and supervisors on how to determine and document reasonable suspicion of a possible violation of alcohol and drug-free workplace policy. Once reasonable suspicion of on-the-job impairment has been established on the basis of physical (related to walking, standing, face, eyes, speech, odor, movement, and appearance) and behavioral (demeanor and actions) indicators, the HR department can authorize a drug test. Companies get a reasonable suspicion drug testing consent form signed by an employee under suspicion. Such drug tests are performed on select employees from time to time.
  • When companies drug test workers after an accident: Known as incident-based drug screening, it enables employers to ascertain whether an employee involved in a workplace accident was under the influence of alcohol or controlled substances. It helps discourage workplace alcohol and drug abuse as workers who tend to consume alcohol or drugs before coming to work or while on the job, tend to mend their ways once they know they’d be drug tested if they are involved in a workplace accident. Normally, a blood test is performed. Applicable laws for incident-based drug testing vary across the states.

 

How Do Companies Perform Drug Tests? 

 

The information such as applicant/employee drug testing procedures, drug testing methods, types of drugs tested, consequences that would follow if a worker tests positive, and whether a test positive employee can rebut test findings, request retesting or offer explanation (such as use of prescription drugs) for a positive test results, is included in a company’s alcohol and drug testing policy.

Employers, who understand the essentials of workplace drug testing, come up with effective policies and implementation plans for promoting alcohol and drug-free workplaces.

Most employers hire certified or state-licensed laboratories for conducting applicant/employee drug screening.

While the urine drug testing method is most popular (and economical), some employers may at times prefer other methods based on the testing of a specimen such as mouth-swab, hair follicle, blood, sweat, and breath.

In most states, employers are required by the law to assure privacy for workers in the collection of specimens.

 

by Leon Reingold 13/02/2020

I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

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How can you improve your workplace communication skills?

How can you improve your workplace communication skills?

How can you improve your workplace communication skills?

How can you improve your workplace communication skills? 

by Anna Kucirkova 28/06/2019

Within the workplace, it’s absolutely critical to be able to communicate clearly and effectively. No matter what business you are in, the ability to speak with precision is essential.

If you work in marketing, your ability to communicate clearly with clients and coworkers ensures you deliver the desired product. In a retail store, communication with employees and customers ensures a good customer experience. In construction, good communication will ensure worker safety and project completion to specifications. In medicine, communication about your treatment is literally a life or death situation.

Clearly, good communication in all fields is a vital element of good business and proper customer service; a necessity for a career in communications.

Of course, this raises the question: How can you improve your workplace communication skills?

We’re going to break down the what, why, and how of effective workplace communication so that you achieve the best results.

 

 

Know your communication types

 

Before you can improve your communication skills, you first need to know all the different things that make up workplace communication. There are probably numerous methods of communicating that you use constantly without giving them a second thought.

In our technological age, the most common form of workplace communication is email. While phone calls are still used on a frequent basis, email and other digital forms of communication (such as texts, tweets, and private messaging) are the primary methods of communication among business professionals.

Other types of digital communication that have revolutionized business are web-based meetings, video conferencing, shared online workspaces, crowd sourcing, podcasting, blogging, and community websites within and between companies.

It’s important to note that type of interchange between you and a coworker, no matter what the medium, is workplace communication and should be treated appropriately.

 

The critical importance of communication

 

If you think you can be effective in the workplace without having solid communication skills, you’re sorely mistaken.

Effective communication is a vital tool for any business owner or employee. Your success at clearly articulating your message can be the difference between success and failure in any business opportunity.

You should be able to clearly explain company policies to customers and clients and answer their questions about your products or services. It is crucial to communicate effectively in negotiations to ensure you achieve your goals.

You need to know know which mediums appeal to which types of people. Some people grasp messages more easily when pictures and sounds are involved. Using presentations like PowerPoint to communicate with your clients or team will give them the opportunity to refer back to it if they aren’t clear about certain things. Others prefer face to face meetings or chats over Slack.

Effective communication can help create a good working relationship between supervisors and staff, which can in turn improve morale and efficiency.

In fact, research has shown that effective communication leads to an improvement in overall company performance. It has also been discovered that employees who were graded as highest in production had received the most effective communication from their superiors.

 

Growing in communication skills 

 

In order to have successful communication, everyone must have the basic communication skills necessary to understand others and to be understood. This may sound obvious, but consider how many people aren’t taught basic communication skills and how it hurts them in the workplace.

You can often be distracted by your own thoughts, feelings and opinions and so tend to hear what you want to hear or what you expect to hear. You’re often thinking about your next move or what you should say next, or you’re trying to second guess where the other party might be leading you.

To listen effectively you need to suspend these internal thoughts and give your full attention to the speaker. Only then can you really hear what they’re saying.

Active listening also means paying attention to the speaker – both to verbal and non-verbal cues. For example, if you see them look down or appear uncomfortable in some way while saying “That’s all I can tell you at the moment,” you might deduce that they are withholding information. This type of active listening alerts you to the opportunity for a well-constructed open or probing question, to gather the missing information. If you’re not listening actively, it can be easy to miss signs like these.

 

Be focused

 

Do not let your attention wander. Important pieces of information can be missed if you are not alert and engaged. This can lead to misunderstandings later on, or possibly embarrassing situations where you appear to have forgotten something you have been told.

One way to help you concentrate during a business conversation is to ask the speaker questions. Not only will this help you to guide the conversation where you want it to go and at the pace you want, it can also ensure your mind is focused on the subject at hand.

Confirm what you have heard and ensure your understanding of the conversation. An easy way to do this is to clarify, paraphrase or summarize. Examples of summary question include

  • So what you’re saying is…?
  • So what you need from me is…?
  • So in summary what we’ve agreed is…?

 

Be confident and clear

 

When you speak, be confident and serious to ensure that you will not be taken for granted. When listeners notice any uncertainty and lack of seriousness when you’re communicating with them, they could treat the information with disdain or disregard.

Use confident body language as well. Your body language will pass your message faster and better. Use positive body language when communicating with colleagues. Stand/sit up straight, use smiles, handshakes, and eye contact.

Also, use words that can be easily understood. When ambiguous words are used, you can be misunderstood and/or waste precious time having to explain yourself. No one is impressed with someone who tries too hard to be impressive. Be yourself and use appropriate vocabulary.

Your inflection is just as important as the words themselves. One word can mean a different thing when said in a different tone of voice. Make sure you use the appropriate tone of voice to communicate your message to your team so that you won’t be misunderstood. Misunderstandings in the workplace can and will negatively affect the work relationships that are critical to business success.

 

The amazing benefits of effective communication

 

There are numerous benefits of effective communication in the workplace. Excellent workplace communication can increase employee job satisfaction. Why? Because Employees feel empowered if they are able to have upward communication.

This type of communication is when information flows upward in an organization and usually consists of feedback. If bosses or managers are able to listen to employees and respond, this leads to an increase in employee job satisfaction.

In addition, employees are also happy if there is intense downward communication, which is information flowing down from superiors or managers to direct reports. Workplace communication can also have a positive effect on absenteeism and turnover rates. When employees are treated with respect, given opportunities to provide feedback, and feel like their ideas are being listened to, they are much more likely to stay with the company.

On the other hand, consider what happens when communication is lacking. Misunderstandings result in sloppy work, hurt feelings, missed deadlines, and employees being let go. A company that doesn’t prize communication is setting itself up for significant problems.

 

Avoid these traps

 

If you’re going to be an outstanding, effective communicator, you also need to be aware of the things that can stand in the way. There are multiple barriers to good communication in the workplace, and many times we’re not aware of these issues.

First, heavy use of jargon, over-complicated, unfamiliar, and/or technical terms can lead to confusion, especially when dealing with clients. While these may be something an employee could understand, a client may not.

Second, there are various emotional barriers and taboos that some people may find difficult to discuss, and some topics may be completely ‘off-limits’ or taboo. Taboo or difficult topics may include, but are not limited to, politics, religion, disabilities (mental and physical), sexuality and sex, racism and any opinion that may be seen as unpopular. Be very, very careful when treading in these areas.

Third, showing a lack of interest, being distracted, or ignoring the receiver is bound to not only insult the speaker, but it can decimate any goodwill you may have with that person.

Fourth, beware of missing clues that would normally show up when speaking to someone face-to-face. Not being able to see the non-verbal cues, gestures, posture, and general body language can make communication less effective. Phone calls, text messages and other communication methods that rely on technology are often less effective than face-to-face communication. If you’re communicating digitally, keep this in mind.

Finally, there can be significant language differences and cultural differences. These include difficulty in understanding unfamiliar accents, understanding the norms of social interaction in different cultures, and the way emotions are expressed. For example, the concept of personal space varies between cultures and between different social settings. Pay close attention to this as you interact with coworkers.

 

Be a great communicator

 

Will these suggestions turn you into the next great orator, inspiring millions through your powerful speeches? Probably not. But they can help you become a much more effective workplace communicator, which can pay huge dividends for your career.

You can’t afford to ignore your communication skills. The presence or absence of them will directly affect those around you, including your clients, boss, and coworkers. The good news is, you can grow in being a better communicator.

Here’s to clarity, persuasiveness and to becoming a great communicator.

 

Anna Kucirkova works as a copywriter for over 4 years. She speaks 3 languages, loves traveling and has a passion for kids and writing. While she has been to many places in Europe and South East Asia, she still wants to explore the rest of the world.

Check out her latest article about Etiquette

Anna Kucirkova

https://www.mastersincommunications.org/importance-good-etiquette/

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