Face it. If you run a business there is nowhere to hide. Deciding who to hire is risky. Deciding who to keep is dangerous, too. Business owners have become pariahs and whipping boys for Democrats creating worries over discrimination against a growing number of their favorite causes, including immigrant workers and employees with gender identity problems you never wanted to know about.
NLRB collaborates with Mexico to help immigrant workers.
We don’t hear much about employers being taken advantage of by illegals or by a government that refuses to control an immigration problem it helped create. Instead, we heard warnings from our last Secretary of Labor about bad businesses and keeping undocumented immigrant workers safe on the job:
So, for those in this country who think that federal resources should not be spent protecting the safety of undocumented worker, I ask you – Would that make hiring undocumented workers more or less attractive to dishonest employers?¹
Our union-empowering NLRB is collaborating with Mexico to make sure Mexican immigrants know what U.S. law requires business owners to do for them:
Acting NLRB General Counsel Lafe Solomon indicated the agreement will “promote a broader awareness within the Mexican community of the rights and responsibilities of employees and employers, along with the services that the NLRB provides.”²
You can be guaranteed the community won’t accept the responsibility of not applying for jobs with phony identity documents, but they will make sure employers don’t discriminate against applicants with minimal skills and work permits in hand. If immigration reform ever passes, the EEOC better start hiring.
Gender identity problems provide more opportunities for job discrimination.
We used to assume that unisex bathrooms would be the wave of the future. California has tossed the whole bathroom equality paradigm up in the air by allowing students to choose whether they prefer the restroom door with the dress or the pants.
Politicians seized on gender identity long before Jerry Brown put his pen to paper. The EEOC has been riding the LGBT train, too. The military was ahead of the game on this one with don’t ask, don’t tell, but lawmakers decided it was better to have sexual preference and gender identity thrust in our face (see: Is Politicizing Sexual Preference Demeaning to Gays?), insisting the country needed to draw attention to something most of us don’t care about and many would rather not think about.
The EEOC has already given guidance on dealing with claims of transgender discrimination under the 1964 Civil Rights Act.³ If that’s not good enough, we have a bill like S. 815 that throws employers under the bus, promising:
(1) to address the history and persistent, widespread pattern of discrimination, including unconstitutional discrimination, on the bases of sexual orientation and gender identity by private sector employers and local, State, and Federal Government employers;4
So let’s get this straight:
You can’t tell the people at work about your sexual escapades without fear of getting whacked for sexual harassment.
If someone you hire decides to out their transgender status you have to watch your step, no matter how uncomfortable the situation, for fear of getting sued.
Undocumented immigrant workers have no right to work, but the government insists on enforcing their rights as workers.
Make no mistake. With 400,562 DACA applications approved as of June 20135 and some misguided form of immigration reform looming, the government will make sure newly documented immigrants get jobs, no matter what lawmakers promise about giving preference to citizens. Business owners might as well plan ahead and secure the future of your business now. The safest approach to hiring might be to hang out a sign:
HELP WANTED: immigrants with work permits and gender identity problems.
At least you know who you will be dealing with. Better yet, you will never have to worry about firing them.