Unemployment Discrimination Essay Example for Free

Unemployment Discrimination Essay The downturn in the economy has resulted in a high percentage of long-term unemployed people. To combat the issue, legislatures are attempting to make it illegal nationwide for employers to post job openings that bar unemployed applicants, and by making unemployment a protected classification. As these proposed laws will impact businesses and how they operate, it is crucial for businesses, human resource professionals, and labor and employment counsel to understand the changing laws and the implications on employers with operations in each affected state. Once a better understanding of the anti-unemployment discrimination issue is gained, employers will be better prepared to comply with the existing and potential laws so as to avoid penalties. Findings will show that there are better ways to deal with the issue as opposed to making unemployed discrimination a protected classification. Research into the issue was derived from the National Conference of State Legislatures, law journals, legal updates, news articles, and statutes. By using these resources, it was discovered that proposed anti-unemployment discrimination laws are failing, that unemployment becomes an issue during times of economic crisis, and that existing federal and state laws already protect people from discrimination with respect to employment-related decisions. Findings from research indicate that there is no one method that can help improve the unemployment rate. Instead of making it illegal for employers to make hiring decisions while considering a person’s unemployment status, the government should work in conjunction with employers by offering incentives and training programs to help reduce the unemployment figures. Shouldn’t employers be able to consider an applicant’s unemployment status without being fearful of accusations of unemployment discrimination? Unfortunately, employers in certain states today can be penalized for refusing to hire job applicants if the hiring decision is based on an applicant’s unemployment status or if a job vacancy advertisement includes language that bars unemployed persons from applying. Within the past two years, New Jersey, Oregon, and Washington, D. C. have enacted legislation that makes it illegal for employers to discriminate against job applicants based upon their unemployment status. Most recently, the State of New York has made unemployment status a protected trait. New York’s law will come into effect on June 11, 2013 (Morea, 2013). The economy and difficulty obtaining gainful employment can be frustrating for a lot of people today, but despite the issue, employers should always be able to select the strongest candidate for a job opening without having to fear allegations of unemployment discrimination. In essence, an employer should be afforded the right to select a candidate with relevant, recent employment history over a candidate that has been out of the workplace for a considerable amount of time, especially where an applicant has an inadequate explanation for gaps in employment. Despite New York’s stringent, pending statute that will authorize an individual to bring a private action for occurrences of joblessness discrimination, similar proposed laws are failing federally and state-wide (NCLS 2013). The failed legislative bills, along with the new anti-unemployment discrimination laws, are discussed at length below. The compelling reason behind the failure of proposed anti-unemployment discrimination laws is that there is strong sentiment that such laws, if passed, may expose companies to lawsuits, which in turn will likely cause employers to become even more selective in inviting candidates for interviews so as to avoid unemployment discrimination suits (Pear, 2011). An employer should always be able to consider a candidate’s length of unemployment as part of its big picture hiring strategy. It just makes business sense. For example, say that Company 2Y, LLP has a job opening in a demographic area where the unemployment figures are staggering. In response to its job posting, thousands of applications are received; however, only one candidate is needed to fill the position. In order to streamline the hiring process, Company 2Y, LLP is going to weed out any applications or resumes where an applicant does not possess recent, relevant experience. In this manner, Company 2Y, LLP is able to cull the staggering numbers of resumes down to those resumes of candidates that are currently employed in the same line of work. By doing this, Company 2Y, LLP will be able to limit the amount of people it invites for an interview, and will be assured it is getting a top-notch employee that is up to par with the latest technological advances and business practices in the given field. In all states aside from Oregon, New Jersey, New York and Washington, D. C. , this hiring scenario would be a legitimate practice so long as the company does not have any protocols in place that set out to disqualify applicants based on a protected characteristic such as race, disability or those candidates that are over age 40. As it stands, people already have laws protecting them from discriminatory practices with respect to employment, so why is there a need to make unemployment a protected characteristic, especially considering that it is a state of being and not a permanent trait such as one’s color, gender, race, national origin, age, or disability. As stated, there are already sufficient laws and administrative agencies such as the Equal Employment Opportunity Commission and local state agencies such as the Department of Fair Employment and Housing and the Department of Labor that are charged with combatting discriminatory animus in employment.

Animal Farm: Character Analysis Of Napoleon :: Animal Farm Essays

Animal Farm: Character Analysis of Napoleon by George Orwell "Napoleon was a large rather fierce looking Berkshire boar," that was spoiled and always got his way. He was the only pig of the kind on the farm. Napoleon was a great rival to Snowball. Snowball was very outspoken while Napoleon was very secretive and did not talk much. Napoleon and Snowball prepare for the Rebellion in a very similar manner, and have many goals alike. Old Major's vision was important to both Napoleon and Snowball and develop his ideas into a plan. The society was to be set-up after the Rebellion. Napoleon's plan benefits himself while Snowball's are benefiting to all the animals. After the Rebellion Napoleon takes charge of the milk and the apples, at this time the plan that benefits him is put into action. Napoleon does not take part in the activities for the animals. As part of Napoleon's plan he disagrees with Snowball on most of the issues. Napoleon is a secretive plotter that works behind the scenes and someday plans to eliminate Snowball as a rival. For example he secretly trained the guard dogs in secret, keeping them completely hidden from view. Napoleon was also very good at developing support for his ideas, after meetings he would talk to the other animals one on one and "psychologically brainwash" them. He is very kiniving in his ways to get more power and is always trying to discredit and undermine the other animals. One time he urinated on Snowball's plans for the windmill. Napoleon's sense of timing is keen and this is very useful is his quest for more power. At just the right time he implies that Snowball's teachings are not beneficial to the other animals. Then the time comes when Napoleon has to carry out the rest of his plan, getting rid of Snowball. But by the time the animals realize what is going on Napoleon has taken control and is ready for any objections. Napoleon eventually gains total power and symbolizes a despotic ruler. In this book Napoleon represents "Stalin and his counterpart in the Russian Revolution. Napoleon always has to have the best produce, best quarters, whiskey, and clothing. He distracts the other animals from the fact that he is modifying the original Animal Farm visions. He ruthlessly kills anyone who protests his

Characteristics of a Human Service Professional Essay

Individuals working in hospice are a great example of chronic bereavement. â€Å"Chronic Bereavement refers to multiple losses and include the effects of chronic anticipatory, and unresolved grief, as well as the compounding effects of experiencing several episodes of grief concurrently† (Hooyman p 349). While meeting the emotional needs of the dying and their families health services professionals don’t have always have time to deal with their own grief appropriately. Compassion Fatigue â€Å"Compassion fatigue describes the convergence of secondary traumatic stress and cumulative stress or burnout, which is most prevalent among professionals, family members, and associates of trauma survivors (Hooyman p350). Many human service workers have had some kind of early-life trauma that influenced their career choice which makes them more vulnerable to compassion fatigue. The symptoms of compassion fatigue are similar to those of primary traumatic stress disorder. They differ in that compassion fatigue doesn’t affect the health care provider. Vicarious Traumatization Vicarious traumatization (VT) is defined as â€Å"the negative transformation in a helper’s inner experience that takes place as a result of deep empathic engagement with traumatized clients couples with a sense of professional responsibility to help.† (Hooyman p350). There are many considerations when treating vicarious traumatization, especially during self-care such as awareness, balance, and connection. Awareness is to recognize signs and symptoms of vicarious traumatization, avoid substances that numb your feelings and awareness and listen to those who have noticed changes in you and discuss those changes. Balance is setting limits to availability to therapeutic work and setting realistic expectations. Then you need to know to apply what you have learned in the workplace and your personal life. Burnout Burnout is one of the main reasons for the quick turnaround in the health care profession. â€Å"Burnout refers to physical, emotional, and psychological exhaustion accompanied by a sense of demoralization and diminishing caring and creativity and personal accomplishments†. (Hooyman p352) To avoid burnout to quickly, health professionals may need to take long weekends or vacations to rejuvenate themselves. Countertransference â€Å"Countertransference is broadly defined as the personal reactions elicited in the professional relationship, directed toward the client and stemming from the professional’s previous experiences.† (Hooyman p 355) Countertransference occurs when a health care provider has unresolved issues and those issues affect the patient. Countertransference reactions include but are not limited to: being overprotective, rejecting a client, needing constant approval or reinforcement. Self-awareness is necessary to avoid countertransference.

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