Work Behavior Modification Program

There is an epidemic of individuals who are locked out of the work force or who find difficulty acquiring and/or sustaining employment due to their common human flaws that employers should constructively address in lieu of readily terminating them, particularly when said behaviors are non-threatening, do not affect business productivity, and are corrigible...

Because employers, particularly those in at-will states, may lawfully terminate an employee for any reason, with the exception of a discriminatory reason, however, and because previous employers in some states can provide factual* information to potential employers that may not always be impressive or acceptable pertaining to an employment candidate's salary, job performance, reason for leaving, and rehire eligibility, it is imperative to implement interventions that safeguard workers and unemployed individuals searching for work.

*Employers may not share defamatory opinions about employment candidates.

...Employers can neither share information about an employment candidate's race or ethnicity, age, religion, gender, sexual orientation, marital status, disability status or medical history per se. Many companies only share basic employment verification (dates of employment, job title, and responsibilities) to be legally safe. Lines are frequently blurred, however, in terms of what is lawful and unlawful and in the course both the innocent and guilty are adversely affected... 

There should be an iron-clad program to which employees can be referred by their employers or by the Department of Labor for individuals who are between jobs who may be experiencing difficulty acquiring employment due to reported work violations, i.e. attendance, dress code and grooming, and attitudinal issues, bullying, physical fighting, theft, controlled substance abuse, et cetera, et cetera...

Employers should make every reasonable effort to retain employees by constructively addressing said and other infractions via programs that would be conducted on site at their companies and/or at the Department of Labor... 

DOL should make every reasonable attempt to address behaviors that prevent subject individuals from obtaining and/or sustaining employment and/or that create obstacles for them doing so; and they should help to re-connect said individuals with employment once they have completed synonymous programs and obtained certificates of completion... 

Work rehab or work behavior modification programs would teach conflict resolution, time management, dress code and grooming etiquette, interpersonal or people skills, theft prevention and intervention, and substance abuse intervention via which employees and prospects would be counseled on the importance of sobriety in and out of the work force as a matter of safety and employment security. Other synonymous issues would additionally be addressed. Prior to issuance of any referral, subject employees would be granted opportunity to explain a legitimate or excusable reason for any violation.

...In addressing said issues employers and DOL should provide any essential resources to subject employees or employment candidates and/or refer them to sources where they may acquire said resources that they are in need of that would help to improve their attendance, job performance, appearance and hygiene, i.e. provision and/or assistance with acquiring clothing or additional work uniforms and toiletry bags containing soap, shampoo, lotion, tooth brushes, tooth paste, deodorant, etc.), transportation assistance, i.e. creating and connecting employees with company car pools and/or shuttles to retrieve them from their homes or other designated localities that are accessible to them or by any means mentioned here. Employers and DOL could additionally refer employees and employment candidates to control substance detox programs and/or counseling, etc...

Employment rehabilitation (work behavior modification programs), which should exist in every city, state, and point on the globe, would provide damage control for subject individuals to prevent employment loss and reconnect those who have lost employment with new jobs after completion of and issuance of certificates from employment rehab programs (which could last anywhere from a week to a month or more)...

A repeat of programs or update of certificates would be required for forward violations.

No capable worker should be terminated and/or no person should be locked out of the work force for behavioral or any other issues that can and should be constructively addressed and resolved.