Non-compete agreements can seriously impact how skilled employees find work after leaving a job where they were required to sign a non-compete agreement. Few American workers remain with one employer for the duration of their career. Today’s workers frequently “hop” from job to job in pursuit of greater benefits and many companies are letting workers go in an effort to cut costs. The average American worker changes jobs ten to fifteen times during the course of his or her career, with an average tenure in each position of just 4.4 years. As a result of this trend, more employers are using non-compete agreements to protect what they perceive as company property.
For the past decade, there has been a significant increase in the number of children born who are diagnosed with autism. About 1 in 68 children today has been identified with an autism spectrum disorder, according to the Centers for Disease Control. Today, it is estimated that 1.5 million American adults are on the spectrum. For many of these individuals, it can be challenging to find full time employment.
A report published by the National Autistic Society has revealed that just 16% of those with autism currently work full time. Of those interviewed, only four of ten claimed they had worked in their lifetime, yet 75% of individuals with autism want to — and are willing — to work. Only 32% of individuals with autism are in some kind of paid work compared with 47% of people with a disability. With so many willing and capable of work, this is an indication that some companies are failing to recruit individuals with autism.
When it comes to discrimination in the workplace, much has been done to protect employees from unfair business practices. Federal and state laws exist to establish the workplace as a safe, fair, and productive environment for all members, regardless of race, national origin, sex, religion, disability, or other protected status as described in Title VII of the Civil Rights Act and other statutes. Despite the progress that has been made, employers are legally able to take other kinds of bias into consideration when making business decisions, such as deciding whom to hire or even interview. These forms of discrimination are legal by today’s standards.
According to federal officials working for the U.S. Equal Opportunity Commission, disability-based job bias has reached an all-time high. Compared to fiscal 2015, 28,073 complaints for disability discrimination were filed in the 2016 fiscal year — a nearly 4% increase in just 1 year. It was the second year in a row that the EEOC claims disability job bias broke a record. Overall upticks were recorded for all areas of workplace discrimination for which the commission investigates claims.