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As a general rule employers are allowed to choose not not hire a candidate if in there pre-screening they screen for such toxins as nicotine. The employer has the right to choose who they hire but in most cases can not fire you for later becoming a smoker. American Civil Rights activists continue to argue that this can be and is a potential discrimination issue.

Oregon is now the 11 state to make it illegal for an employer to request your username and password prior to hire. This has become a standard in industries and area as little has been done to stop this invasion of privacy. The author argues that it can be used by others as not only an invasion of privacy against the applicant but also third party people associated with them. However, there is a realization that in some areas this invasion is necessary.

People are outraged at how employers are now not hiring qualified candidates because of there personal habits which contain any form of tobacco. Not only are employers not allowing it on there property but requiring employees to pass urine tests in order to prove they are living a more healthy lifestyle which includes being a non-smoker. Where will the line be drawn and how far will employers be able to tip toe towards the infringing on the Americans Civil rights.

This article dives into the issue if income quality has decreased, as well as its level of importance. It points out that the government should pursue a proactive agenda to increase employment and earnings among working households. It targets the idea of focusing on increasing employment opportunities versus income equality.

An employer may not outright tell you why they are not hiring you however there are several common reasons why employers are discriminating against you and legally doing so. It appears that discrimination is not as limited as it once was with so many technological advances today.

New research show that 37% of employers use a mean of social media to pre-screen there applicants prior to hire. While the use of social media gives insight into a potential hire it has also created a reason to HR professionals not to hire them based on personal information. While positions in political areas try to defend there use of candidates social media log in information people protest this as a invasion of privacy. Not only are candidates outraged but Facebook has also disagreed with the practice ethically and legally.

Tattoos are becoming more acceptable by employers depending on tattoo and site according to this article. This article also explains what employers should consider when judging someone who's tattoos may have a religious identity.

This article quickly and directly answers the question whether mental illness can affect a person's employment. The author writes about how stigma can prevent people from obtaining jobs and possible ways to eradicate this problem.

It is common for employers to search the employee. In March, Facebook stated they would consider taking legal action against employers who demanded the usernames and passwords of applicants.

This article goes into a law that would have made it illegal for employers to ask for Facebook passwords but it wasn't passed.

Employers may not come out and say there not hiring you because you are fat however that may be the real reason you don't get the job. Employers do have some potentially legitimate concerns like health, sick days and healthcare costs however some are just based on looks. Sometimes people have to prove the do not meet a stereotype of a lazy fat person and show that they are the candidate for the job.

Rather, they are organizations made up of groups of individuals (including traditional employees, temporary employees, and even contractors) who seek to advocate for worker rights and social justice issues in the 21st century workplace.

This seems like a good organization, specially since there are some employers who take advantage of their works.

This article touches on the expected Facebook snooping by employers.

This is a great government website full of material on worker rights. Also this has information on work harassment and (ADEA) The Age Discrimination in Employment Act.

I was researching articles on ageism and this falls right into place with it. I did not about the specific age number that the Age Discrimination Employment Act pertains too so this information was very insightful.

I did not know much about age discrimination so this website was very informative. This is a good site to refer to if you need to uncover any information on the topic.

This article is about states who have made laws against snooping.

Employers can not fire employees for having tattoos unless it is in their handbook. If one individual is asked to cover them, then all must employees must do the same.

This article is about a law that passed allowing employers to ask for Facebook passwords.

Some facts about employers checking facebook before they hire

This analysis tests the often-made argument that immigrants only do jobs Americans don't want. If the argument is correct, there should be occupations comprised entirely or almost entirely of immigrants. But Census Bureau data collected from 2005 to 2007, which allow for very detailed analysis, show that even before the recession there were only a tiny number of majority-immigrant occupations.

This article is directed towards illegal immigrants having a say in their own labor rights. The fear of getting arrested or deported by their employer contains them from having any say on the unequal treatment. The ILRF(International Labor Rights Forum) is working towards having a protected environment with equal rights in the workplace for them, as well as non-temporary employment.