The article below discusses the serious consequences that have recently developed in California resulting from a court decision that may significantly impact the ability of California nonprofits to conduct in-depth and meaningful background checks of potential employees that may be required by other laws. We don’t provide a conclusive answer because the situation is still in flux, but offer you background and possible considerations.
In a field study, economists Marianne Bertrand and Sendhil Mullainathan found that job applicants with white-sounding names received 50% more calls for interviews than candidates with African-American names. Forty-five percent of American workers surveyed by Gallup experienced workplace discrimination and/or harassment over a one-year period. These numbers speak a truth about racial inequality that continues to permeate American society.
With the national election less than a month away, we’re already seeing pictures of long lines of early voters and reports that maintaining social distancing in polling locations due to the COVID-19 pandemic will likely increase the time it takes to vote. One thing is clear: Employers need to prepare for employees’ requests for time off on Tuesday November 3rd.
Over 600 national employers, encouraged by the Time to Vote movement, have chosen to make election day a paid holiday. If you don’t have election day as a holiday, it’s important to consider what employers' responsibilities are for providing leave to vote.
“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it's the only thing that ever has.” —Margaret Mead
I received this email last week after we posted a public statement to our website. I’m republishing it here, because I think this is an important moment in our country’s history, and issues—no matter how painful they are—need to be discussed in the open.
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