Part I of III part Special
Last October I received a call from the regional human resource director of a multi-billion dollar corporation. For the purposes of this story we’ll refer to his company as Zeta Corporation.
This was his story:
According to Liz Ryan, writing at Businessweek.com. “Actual employee rights in the U.S. are fairly limited.” She posits that because “it’s legal to make hiring and termination decisions for random (nondiscriminatory) reasons” (such as an employee’s favorite sports team), employees need a “Bill of Rights” to protect themselves.
Suppose you’ve just been audited by Office of Labor-Management Standards and your closing letter says your local union “did not retain adequate documentation for lost wage reimbursement payments to the Treasurer and Vice President totaling at least 53 times.”
Despite signs of economic recovery, countless Americans are still dealing with layoffs and unemployment. As often happens when the economy slows, many Americans respond by using unemployment as a springboard to business ownership.
