Employment Law Newsletters
A job applicant that may consider lying in order to protect herself against an embarrassing or detrimental disclosure should keep in mind that the disclosure may come about anyway during the employer’s background check or an investigation by a credit-reporting agency. In fact, the purposeful submission of misinformation on an application is viewed by many employers as an adequate reason for refusing to hire an applicant or for firing an employee.
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, sex, religion, or national origin. Actionable employment discrimination can stem from adverse employment actions like being fired or demoted on the basis of race, color, sex, religion, or national origin. It can also stem from a hostile work environment created by pervasive or substantial sexual harassment. If an employee believes that he or she is the victim of unlawful employment discrimination, he or she may pursue remedies under Title VII.
In addition to the Social Security program established to assist retired and disabled individuals, the Social Security Act of 1935 included a provision for a federal/state unemployment insurance program. This program provides payments to individuals who have lost their jobs, typically through no fault of their own. These payments, which are subject to certain eligibility requirements and are paid for through employer payroll taxes.
Typically, states use one of two primary strategies to fund their unemployment insurance programs. The first, advance funding, relies on the establishment and maintenance of a sizeable fund out of which unemployment benefits can be paid. The second, known as pay-as-you-go, utilizes a system by which employers are called upon to pay into the fund on an as needed basis. Both systems are currently in use, and both have their pros and cons.