Philadelphia Injury Attorney Blog

Employers hold the key to whether or not a prospective employee gets a job. That is a large burden that carries some risks, but proper background screening can reduce potential harm to customers or the company and other future issues. Screening potential employees is critical in having a successful workplace. Failure to screen can result in not just harming customers, but the business as well. The Pennsylvania employee-employer relations lawyers at the Philadelphia law firm of Reiff & Bily have been researching and handling numerous employee-employer cases since 1979.

Screening employees can effectively increase overall productivity as well as reduce theft, drug use, absenteeism, on-the-job injuries, and employee turnover. This can translate into huge savings in short-term company stability and long-term profitability. Failure to do so could result in harming others or costing the business money. No one should have to put his or her trust into someone who does not pass a proper screening test. The whole purpose of screening applicants is to make sure that the job will be done right and to protect customer’s needs.

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Modern day technology brought to the workplace e-mails which resulted in increased productivity and communication. The downside to having open communications is that company information could be leaked or the e-mail account could be used in other unlawful manners. Employers have the right to regulate their e-mail accounts and Internet activities of employees, but there is a fine line between protecting a company and using their power to breach employee rights. The Pennsylvania employee rights lawyers at the Philadelphia law firm of Reiff & Bily have been researching and handling many employee rights cases since 1979.

Employers have the right to protect their information, usually confidential information such as phone numbers, customer’s names and how much they pay for services, or trade secrets, from being released to other companies. This information may be purposely or mistakenly sent out by an employee. E-mail could also be used too harass, discriminate or perform other civil rights violations against other employees. Internet use and personal use of work e-mail accounts might also decrease productivity. Often, companies will also include a disclaimer in the footer of e-mails.

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