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Because employment laws don’t specifically protect employees or applicants from discrimination based on tattoos, employers are generally able to discriminate. However, a considerable portion of the U.S. population has tattoos, so companies may want to consider the following questions before adopting a policy that prohibits employees from having visible tattoos or ruling out an applicant with ink:
Because employment laws don’t specifically protect employees or applicants from discrimination based on tattoos, employers are generally able to discriminate. However, a considerable portion of the U.S. population has tattoos, so companies may want to consider the following questions before adopting a policy that prohibits employees from having visible tattoos or ruling out an applicant with ink: