ving drug tests and inquiring about their relationships with fellow co-workers, should this be allowed or do you feel that you are being controlled by the agency you work for? Perhaps the hardest thing for an employer to do is to decide where to draw the line when it comes to the privacy of an employee. The smallest things that we overlook tell our companies what we do and who we do them with. For instance, when you are filling out an application for employment a commonly asked question is "Have you ever been convicted of a felony?" Most companies will not hire you if you have been convicted of a felony, regardless of the fact that you might of went through the state's correctional system and rehabilitated into a law-abiding citizen. This just does not seem fair that people are getting judged by their past and that they have no way of protecting or changing it. How much should an employer need to know in order to decide if you are going to be a good candidate to fill the job description or not?
             Another job application requirement that has always baffled me is the request for references. I do not understand how an employer can ask an applicant for the names, addresses, phone numbers, and occupations of three or more people that are going to say good things about them. I can fully comprehend contacting previous employers in order to talk about job habits, attendance, and expectations for the applicant. It just seems to me that talking to an applicant's friend would provide a very biased opinion. Video surveillance is another way of monitoring how a worker is going through the day and wha
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