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The federal Employee Polygraph Protection Act, for example, prevents termination for refusal to take a lie detector test.

First Amendment rights While the First Amendment to the U. Constitution broadly protects freedom of speech, the Constitution generally regulates only government activities and its application to private employers is therefore limited.

From the initial interview through annual performance reviews and everything in between, this generation will be challenging their managers to show them a path.

They will want to understand what opportunities are present both inside and outside of the company.

In some states, even at-will policies in employee handbooks can be amended or nullified by an employer’s subsequent representations and assurances. If you want to successfully attract this talent, make sure you tailor your positions to the following seven characteristics this generation wants in a job.

Generation Z, those born after 1995 and are just entering the workforce, are different than any generation that has come before them.

Other speech, such as discussions about workplace conditions and acts contrary to public policy, remain in the sphere of protection. Politics affecting workplace conditions The National Labor Relations Act prohibits employers from banning discussions about workplace conditions, including how the political climate or the outcome of a particular election might impact the workplace. This protection has not found widespread purchase in the private sector. For example, consider an employee who files a good faith lawsuit for workplace discrimination; the employer cannot terminate the employee out of hand just for bringing the lawsuit.

Not cooperating with company investigations Generally, employees might refuse to cooperate with a company investigation—a property search or drug test, for example.

Further still, the relationship between the employer and employee may evolve over time to imply something more than at-will status.

Employers should always pause and assess the situation before opting for termination.

Such an implied contract could arise from representations by the employer that suggest job security to the employee. Hence, employers should be careful about representations made to employees in any circumstance.

Courts will often carve out or limit an employer’s otherwise blanket right to terminate based on these kinds of representations. In just a couple short years, Generation Z is expected to comprise a fifth of the workforce.

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