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Employment Security Best Practices for a Competitive Edge

The Employment Security Commission is basically a joint government-private effort by state and federal governments. Its stated purpose is to promote and maintain a safe and healthy workplace environment for all who may be employed in the nation’s labor sectors. Employment Security Commission dates back to the earliest days of the Great Depression, when Franklin D. Roosevelt served as president of the United States. As part of his New Deal agenda, he established the Office of Economic Opportunity (OE) in coordination with the Department of Labor. The OE consists of a variety of government agencies headed by the Secretary of Labor, including the Federal Trade Commission, the Occupational Safety and Health Administration, the General Accountability Office, the Labor Management Division, and the Federal Trade Commission.

The DHBS – the DHBSA – is actually the brainchild of OSHA. Together, they aim to maintain and enhance a healthy and secure working environment through effective pre-employment screening and fair treatment of all those who are subject to employment security checks. The DHBS itself was established in 1966. Over time however, many negative developments have come about in this best practice for employment security, particularly with regard to the treatment of those experiencing unemployment. While the DHBS itself has been able to curb some abuses of power within the private sector, certain aspects still need to be addressed to increase best practice practices for both current and former employees.

First off, it is vital to address the fact that the DHBS does not deal with employment security per se. It deals with issues such as unemployment insurance and other related benefits, as well as the employment eligibility screening process. Some of these practices include unemployment compensation and wage requirements, the prohibition of discrimination against employees, the establishment of certain job terms and conditions, the regulation of hours of employment, and the enforcement of those rules and regulations. For all these reasons, the best practices for employment security would involve a significant effort to improve the current procedures followed by those administering it. Such an effort would yield a much better result in the future.

One of the things that the DHBS did was ban the practice of forcing unemployed workers into long-term unemployment just so that their benefits could be claimed. In the US, this became known as the ‘great depression’. Many unemployed workers were put to work for very low wages and were forced to work even longer hours than the law allowed. After prolonged periods of these practices, the number of claims brought forth by unemployed workers greatly increased. This eventually led to legislation making it illegal to penalize these unfortunate victims of circumstance.

The DHBS itself is administered by the Department of Labor. Under the heading of employment and social security, the department oversees an insurance program that offers unemployed workers compensation benefits for a wide array of circumstances. Because the great depression occurred, the DHBS was established as part of a solution to counteract the negative effects of the recession on employment. Among these effects were the inability to earn decent wages because of a lack of investment opportunities. There was also a grave threat of losing one’s job during a downturn. The DHBS successfully addressed these issues through providing guaranteed employment benefits for both short and long periods of time.

The seven best practices listed above provide a competitive advantage over the private sector. The insurance companies cannot afford to allow their employees to suffer from a loss of income. The unemployment benefits that they provide can be utilized to compensate not only for lost income but also for other expenses such as housing or child care. Companies are able to maintain a level of efficiency with their business processes because the unemployment insurance program ensures that competitive advantages are preserved.

Some companies may choose to skip offering employment security best practices simply because they do not believe that they need them. However, by not making certain practices part of their employment policies, they are ignoring the needs of their employees. The benefits provided to employees through the employment security best practice programs are meant to supplement the loss of income and the elimination of redundancy. A company should never sacrifice efficiency and effectiveness in order to save a few dollars. For many employers, the peace of mind that comes from knowing that all of their employees will be well cared for even when they are not working is worth the money saved.

In conclusion, providing security for an organization begins with an organized approach to employment practices. The seven best practices listed above are ways of ensuring that security is maintained. Companies that provide for their employees’ extensive training and consider the employment security best practices outlined above are showing their compliance with the laws that regulate health care. By following these practices, businesses can ensure that the protection that is needed is in place.