I frequently write (and talk) about the distortion of bill of rights in the workplace and other similar perks of employees' existence. Hell, I even have a separate category for posts devoted to nepotism. I always stress out that small-business employers can pretty much define their own rules, as long as they put them in writing and notify new hires of how things are done in their domain. Not only that labor authorities don't look into employment conditions of companies with less than 50 employees, but, even if one or another wrong-doing is brought to their attention, they will take the corporate side as long as there is a correspondent written policy in place. And think a hundred times before suing your former employer – you may end up staring at a defamation law suit filed against you.
Now, I have an opportunity to direct my readers to an expert's list of legally permissible ways employers can discriminated both existing employees and job applicants in a business of any size – big or small. I have previously quoted a veteran employment law specialist and award-winning writer Donna Ballman on the issues of workers' rights. And, as you can see, her popular blog Screw You Guys, I Am Going Home is a single proud member of my Blog Roll. I highly recommend for everyone to follow the link below and read her latest contribution to AOL Jobs – the characteristically concise summary of legitimized discriminatory practices. I guarantee that at least some of them will surprise you.
8 Ways Employers Can Discriminate Against Workers – Legally by Donna Ballman
The Frustrated CFO 