When Employers Should Update Employees' Work ID Photos

Employers should update employees' work identification ever so often or at least when there are significant changes in an employee's appearance. This should be done for security purposes, to ascertain that the individual on an employee's ID badge is in fact the same person reporting to work. 

This would proactively address potential instances of identity theft or any unauthorized individual accessing a company premises for the purpose of obtaining sensitive information about a subject employee and/or for the purpose of harming any staff member or company property. 

Employees' physical appearances often change after working especially laborious jobs after certain lengths of time, i.e. extreme weight loss. Whether extreme weight loss, gain, or other changes in an employee's physical appearance, a company should always be capable of readily matching a reporting individual with the person on their work identification badge. 

Companies should also update employees' work ID photos upon employee request if they dislike their photo, i.e. their hair was unkempt from wearing the hoodie on their coat and they did not have a comb, pick, or brush to groom their hair or maybe a male did not have time or the resources to get a hair cut. 

...Employees should be allowed to take the best possible photo for their work ID, considering especially that they'll wear it. This would improve the employee's image, confidence and self esteem and maybe even their work performance...

Employees Should be Briefed/Updated on Similar Equipment that may Differ from that Which they were Trained and Certified to Use

 Let's say that an employee or former employee of one company and a new hire at another company is hired based on training and certification from the former company. The equipment at the new company is a bit different from that of the former company and the employee is not familiar with the specific kind or brand of equipment at the new company... 

The employee successfully utilized the former company's equipment, and it is highly likely that they can successfully utilize the equipment at the new company with minimal training or a simple showing of the differences in the equipment of the latter.

Not only should the employee be trained, the fact that he or she has been hired obligates or should obligate the hiring company to properly train the employee, to satisfy standards of fairness and safety. If the employee is not properly trained and injures himself or herself and/or others, the employer should be held accountable. This act of omission could additionally be considered discrimination. 

Companies should want all of their employees to succeed and should properly equip them to. This gives employees a since of pride in their jobs, it decreases turnover, and improves company and societal morale.

God, the Biblical One, is Watching and Addressing Mistreatment of His People in the Workforce

The story of the deliverance of the children of Israel from slavery in Egypt paints a vivid portrait of the determination of God Himself to achieve fairness in the workforce. Not only did He deliver Israel from unfair working conditions, they left Egypt with great wealth that they had indubitably earned. 

This story is documented in the Bible to remind oppressors and oppressed persons that the same God IS still God and the fair treatment of workers will forever be among His chief concerns...

Enactment of the Emancipation Proclamation freeing slaves in the U.S. and ensuing laws designed to protect workers evidences this. The Great I AM A MAN injected Himself into the Civil Rights movement in Memphis, Tennessee the way that He'd done in Egypt.

...It is not mere happenstance that, according to Numbers 33:3, "The Israelites set out from Rameses on the fifteenth day of the first month* after the passover"...

*The fifteenth day of the first month for us is the birthday of Dr. Martin Luther King, Jr., who was a kind of Moses and who, amusingly, was assassinated in Memphis, Tennessee. Memphis, TN is named for Memphis, Egypt, where those great pyramids and other synonymous Egyptian monuments that were built by enslaved Israelites stand...

...Civil Rights legislation and other pertinent labor laws, in many instances, are not being properly enforced, and, in many cases, they are being exploited, very often with the blessing of Civil Rights leaders and organizations today. For the love of money, many of the social advancements for which our predecessors gave their lives have been compromised...

...Many workers are suffering, whether it is deplorable working conditions and/or unfair pay. Sexual harassment and corporate abuse of women, men, and children is common place. For no legit rhyme or reason, there are individuals, Whites and minorities, who plot and scheme to force good workers out of and/or prevent them from acquiring and/or keeping good jobs... 

,,,In some instances, it's simply the culprits not wanting workers they unfairly target to have even basic human resources or to have as much as they have and/or they discriminate against capable and often exceptional workers in endeavors to groom them for enslavement, whether forthwith human trafficking and/or work for little to no pay in or out of prison...

These issues are being resolved, however. God is still working through movements, labor strikes, advancements of laws on worker's behalf, and forthwith miracles. 

When former employers of mine who'd treated me horribly retaliated against me for taking legal action against them, forcing me into homelessness and sleeping in my car in the city of Atlanta, where I resided at the time, the Lord's Shekinah Glory literally ripped through Atlanta in the form of a tornado on March 14, 2008 and touched/spun major damage to every place that had forthwith done injurious things to me... 

The Super Tuesday tornado outbreak had occurred on February 5-6, 2008 while 24 states were holding primary elections and spun 87 tornadoes over a course of 15 hours, most notably through Memphis, Jackson, and Nashville.

Another thing that occurred was the Georgia-Russo war on August 1, 2008 when Russia began attacking Georgia on this date; though this war was transpiring between Georgia (the Eastern European/West Asian country) and Russia, the timing of it in the same year as the 2008 Atlanta tornado very much appeared to send a strong message to Atlanta, Georgia... 

A year prior to this, in 2007, Georgia experienced a historic drought, which I found amusing, considering that I was being compared to a Hurricane Katrina victim surrounding stated attacks. From all appearances, the Lord literally withheld their rain because they were sending theoretical floods after me over my weight in light of my talent...

Notice that all of the stated tornadoes occurred in 2008 and the Georgia-Russo conflict occurred on 8/1/2008. It was like the Lord saying that He'd elected me despite the fact that I ate (8) and was not a Barbie doll. Barack Obama was elected president this year, highly possible because he has a wife named Michelle (my middle name), though much of the abuse I suffered in Atlanta occurred during Obama's administration... 

I did not pray for a drought, the Georgia-Russo conflict, or the Atlanta and Memphis tornadoes of 2008. I sustained my innocence (very important) and continued working for the Lord. The same individuals who plotted to force me out of Atlanta because of the noted litigation are now plotting to try to force me to return due to the extent of the Lord's retribution against them for mishandling me... 

I'll say to workers, be encouraged and follow the rules and to every employer, treat your workers fairly because God IS watching and He is a God of justice.

Why and When Younger and Other Children Should Be Allowed to Work

Many children, especially in developing nations, regularly work to help their families. Very often these children are exploited, i.e. they are not privy to education, are subjected to unsafe or unethical working conditions, and/or they are not fairly paid.

These issues can be reconciled, however, to avail any child who is capable of working any safe and ethical job fair privilege.

All children should be privy to education. This should take precedence over work where a child is concerned. It and earning satisfactory grades should be a prerequisite for the child's eligibility to work, and availing education to every child should be the law of the land in every nation and community. 

During the active school year, a child should work no more than 20 hours per week. They should be eligible to work additional hours, up to full-time or more during summers and other breaks depending on the type of job and their level of maturity.

Safe jobs that children could work include being tutors or teaching assistants when they make the grades or demonstrate mastery of specific subject material. They could additionally be receptionists, office assistants, et cetera. Children can additionally be successful entrepreneurs... 

...There should be a Youth Employment Division of the Department of Labor that specializes in connecting youth to employment opportunities. There should additionally be a Youth Entrepreneurial Division of the Small Business Administration and/or other similar agencies that would help youth who are interested in successfully managing their own businesses...

Proliferation of after school employment programs for all children who are capable of working specific jobs would provide much-needed income in many struggling households on the same token of providing childcare and/or constructive ventures that would help keep our youth out of trouble, in school, and on solid career paths...

EEOC Should Always Follow Proper Procedures/Never Dismiss or Proceed with a Case Without Showing Complainants' and Respondents' "Evidence" to the Opposing Parties

...I was surprised and alarmed to discover that EEOC would dismiss a complaint regarding a retaliatory and injurious course of action that a former employer of mine had taken against me after I submitted a legitimate complaint of harassment to the company's human resources department. The fact that EEOC did not provide me copies of the company's (respondent's) reply to and "evidence" it submitted against me to sway EEOC's decision is or should be a violation of the agency's practices...

Had I been shown the "evidence," I could have proved it both defamatory and perjurious. I was completely stunned to read blatant lies that had been penned about me under oath by persons who I'd hardly ever or never spoken to.

The company's attorney apparently ran off or they fired him after I devoured their accusations in my complaint that initiated the lawsuit that I'd file against them. The company's action here (terminating their counsel and hiring another attorney) was clearly an acknowledgement that they and/or their dismissed attorney had done something wrong.

Despite my submitting very high scandal evidence of being defamed and discriminated against, both EEOC and the courts dismissed my case. I was more upset with the demonstrable corruption in EEOC and the courts than with the company I was suing.

...I had planned an appeal to the United States Supreme court after the appeal that I submitted to the 11th circuit court of appeals was promptly returned to me. I decided against it, however, or lost interest in continuing suspecting that the Supreme court would mishandle the case too. EEOC's Dismissal and Notice of Suit Rights may have given me access to the courts; the dismissal set the tone for what I was to expect from the courts, however...

...Our judicial systems should be fair in every case; every merited case should be properly resolved by EEOC and/or the courts; when they are not, damages should be recoverable by a mishandled party, and there should be no statute of limitation for such recovery. EEOC and/or the courts conspiring with unscrupulous parties to any case is unacceptable and sends the wrong message that a company can violate employees without repercussions, which emboldens other companies to commit similar and often worse infractions... 

Properly managing all cases would discourage all other companies from violating their employees, which would encourage dignity and professionalism and significantly improve the workforce climate...

Check to See if You Have Unclaimed Money from Old Retirement Accounts

In recent (fairly), I was contacted by Vanguard retirement regarding $2,000+ owed to me that I was not aware of. I was told in the letter that I received via the United States Postal Service that the account had existed for a while or a couple of years since my departure from FedEx Express and since I'd withdrawn what I thought was the remaining balance in the account and that Vanguard had unsuccessfully attempted to contact me about it...

The letter further informed that if Vanguard was not able to find me that my money would be turned over to the state. They were able to locate my current address (from the post office, perhaps), which is a change from my address at the time that I was aware of the account during my employment with FedEx for four years.

There is a possibility that funds are continuing to accrue for you from any retirement account that you've had at any previous full-time job and/or from any job that you've had that offered benefits (401k... specifically). 

....Imagine the amount of money you could possibly have if you left that full-time or job with benefits many years ago and you did not cash out or roll over all of your funds to an Individual Retirement Account (IRA...). Those few dollars and/or cents that were left in your account and/or funds that your employer may have continued contributing to the account for any specified period of time post your employment may have grown into a very substantial amount of money by now...

Meetbeagle.com is a website via which you can locate any such account(s) for a small fee. There are a number of others, some of which are free, that you can locate by conducting a Google search. Pick one or more and give it a try. You might be pleasantly surprised... 

All Low Income Employees Should Be Privy to Income/Expenditure-based Public Health Insurance (Medicaid and/or Medicare)

All employees should be privy to either private and/or public health insurance (Medicaid and/or Medicare) where applicable, and should pay required premiums for private plans and reasonable income/expenditure-based premiums for public plans. This is important, for one, because many cannot afford private health insurance, and no one at any time should be without some form of health plan. When one does not have health insurance, it is a financial detriment to both the individual and their healthcare providers who cannot deny them services. This simply should not be.

Availing a public health option for all workers (whether or not they are 19 years of age or older) would enable continued health plans beyond the scope of employment without subject individuals having to pay any premium when they are unemployed or between jobs or in instances where one is temporarily employed and not privy to benefits or where one is challenged to sustain employment due to health and/or transportation issues...

The reality is that many if not most cannot afford COBRA (Consolidated Omnibus Budget Reconciliation Act) when they are unemployed because they are required to pay both their regular premium and their former employer's portion with less or no income. The average person can hardly afford their traditional premium excluding their employer's share. The average worker can neither afford Obamacare or healthcare that is available via Healthcare.gov... 

Years ago, I endeavored to enroll my father in a health plan via Healthcare.gov. I reported no income for him, and he was not receiving any formal income; when I truthfully indicated his marriage to my mother, who was receiving circa $900.00 monthly in Social Security benefits, we received a decision of his requirement to pay about $400 monthly for health insurance...

This was impractical, of course; it was abusive in fact. My father did eventually acquire healthcare (Medicaid) through the state with no required premium after further pleading his case to the Department of Human Services. Others in similar circumstances have not been so privileged, however...

...Essentially, everyone who can afford private health insurance should be required to have it, and everyone who cannot afford private health insurance should be required to have a public plan for which an income-based premium would be automatically deducted from their pay...

This would encourage more preventive care, which, alone, would save billions of dollars that would ordinarily be paid for emergency care that often goes unpaid for those lacking health insurance. It would drastically improve the quality of life for those who currently do not have it. This would translate to healthy individuals and communities.