Hiring employees is regularly presented as one of the most challenging tasks for employers, which requires the proper attention and approach of hiring managers. Various legal provisions protect these social classes from hiring women, people with disabilities, or the elderly. Most questions are raised by legislation regarding students and non-disabled men, for whom virtually no provisions can protect their rights. In addition, there are several other problems employers and employees face, which will discuss below.
First, there is the problem with people with disabilities, which is often seen as a disadvantage in hiring. Employers see these people as a risk and a danger to the organization and often refuse to hire them (Granovetter, 2018). Second, there are issues with the older workforce, which is considered ballast for the organization and requires more health insurance costs. It leads to the avoidance of workers from this category (Granovetter, 2018). Third, there is the difficulty of hiring female workers because of the possibility of potential pregnancy, maternity, and discrimination because of race and religion.
The U.S. has several laws that protect different categories of people. For example, the Social Security Act (1935) and the Violence Against Women Act (1994). I want to expand them and add new social classes to each, such as students and immigrants, who particularly need welfare in the new state. Additionally, the violence law should include males since violence occurs in both directions. As long as the laws regulate the rights of individuals, there will be problematic situations in the employment process on both sides. It is essential to watch for trends in equalizing rights and creating a safe environment in every work area.
Reference
Granovetter, M. (2018). Getting a job: A study of contacts and careers. University of Chicago press.