H.R. expert explains how this breaking news story may impact the LGBT community and how to handle transgender issues in the workplace

The Defense Department has just announced that President Trump’s ban against transgender military members will go into effect in April. With just a matter of weeks until the ban is implemented, many transgender people in a variety of industries are feeling frightened about their own job status, even if they do not work in the armed forces.

No wonder—a recent survey led by the DC Office of Human Rights found that 48 percent of employers showed bias against hiring a transgender individual, even if the applicant was more qualified than others. In addition, nearly 90% of transgender individuals report workplace harassment. Human resources professionals across the country need to become educated and prepared when it comes to handling transgender issues, both as it relates to hiring and harassment and beyond.

Rob Wilson, human resources expert and President of Employco USA, says, “It is against the law to discriminate against applicants based on gender, race, or religion, and the same holds true for transgender individuals as well. Thanks to Macy v. Department of Justice, there is a legal precedent which prevents hiring staff from refusing or rescinding job offers upon finding out that a person is transgender.” Additionally, there are other things that employers must consider as well, such as:

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Employment trends expert explains these findings and suggests staff management techniques

Recent statistics reveal that March Madness has become more popular than ever before, thanks in large part to the worldwide betting that takes place. Over 60 million people are expected to fill out brackets this year, with an estimated $10 million being put on the table. However, there is another cost which people may not expect: A downturn in employee productivity.

“March Madness can be a drain on a company’s time and resources,” says Rob Wilson, employment trends expert and President of Employco USA. “With millions of Americans filling out brackets and managing their bets, you can bet that employee productivity takes a hit during this time of year.”

In fact, research shows that lost wages caused by employee distraction and poor productivity during March Madness could amount to losses of up to $1.9 billion!

Wilson says, “Between filling out brackets, researching picks, watching the games and then calling in sick or skipping work due to game days or hangovers, you are looking at a sharp downturn in employee performance. Luckily there are some ways you can manage this common nationwide issue.”

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H.R. expert explains what employers need to know about new marijuana regulations

Research shows that there has been a 33 percent increase in positive drug tests on employees.

“We are looking at an increase in employee usage of marijuana in industries across the board,” says Rob Wilson, President of Employco USA (a national employment-solutions firm) and human resources expert. “Most importantly, test results showed that there was a double-digit jump of marijuana use in transportation and warehouse fields, which could be very problematic as operating heavy machinery while under the influence of marijuana could be very dangerous indeed.”

However, with 10 states making it legal to use marijuana recreationally, and 33 states making it legal to use medically, employers might wonder what rights they have when taking a hard line on drug use in the workplace.

“Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace,” says Wilson. “While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”

Wilson says that if you work in a non-unionized environment, you should ask a supervisor or human resources team member to help you determine if an employee is under the influence of marijuana.

“If your suspicions are backed up by other leaders in your company, you can discipline and even terminate your employee,” says Wilson.

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Human resources expert discusses ageism in the workplace and what employers need to know about managing older workers

Ageism continues to be a growing concern in the workplace, with a new study finding that over half of workers who are 50+ years say that they have been pushed out of their positions before they were ready to retire.

Yet despite this research, older workers report that they are happy to work under younger managers and don’t mind navigating any generational differences in order to succeed at their job.

“Research shows that 8 in 10 older workers say that they are comfortable reporting to a younger boss,” says Rob Wilson, President of Employco USA and employment trends expert. “However, the fact remains that there could be some challenges presented by these age gaps…for instance, by a baby boomer being managed by a millennial.”

Wilson says that study respondents identify several key issues that are presented by a multigenerational workforce, including: dissimilar work ethics or values (26 percent), leadership or learning styles (22 percent) and using technology in different ways (25 percent).

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Employment expert explains how businesses can stay on the right side of immigration law

President Trump has made global headlines with his most-recent tweets which pledge to build a border wall at Mexico’s expense. Meanwhile immigration crackdowns at places of business will no doubt continue to increase during 2019.

In fact, ICE reports a 650 percent surge in workplace arrests since Trump became president.

“Employment audits are part of President Donald Trump’s commitment to changing the face of immigration policy in this country,” says Rob Wilson, employment trends expert and President of Employco USA. “Businesses need to realize that this administration is taking immigration records very seriously, and if they fail to produce the proper paperwork when questioned, they could face fines or even criminal charges.”

Wilson says that states like California, Florida, Illinois, New Jersey, New York and Texas should be on special alert, as it is known that these are the states with the highest number of undocumented workers.

“President Trump is going to start by cracking down in places that are known to have a history of undocumented workers,” says Wilson. “And, he’s going to be tough on employers. Unlike past administrations which focused more on the workers themselves, Thomas Homan, acting director of Immigration and Customs Enforcement, promises a significant increase on work site raids and he says that they will prosecute those who knowingly hire undocumented workers.”

The employment trends expert says that there are several things companies need to do in order to ensure that their businesses are “ICE-proof,” including:

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