Over the past decade, the number of workplace injuries, as reported by the federal government, has dropped by 31%. This number would lead one to believe that the decrease is due to an increase in safety measures in workplaces, however many union groups argue that workers are discouraged by their employers to report injuries incurred while at work. The number of federal and state cases involving retaliation for worker's compensation claims has doubled in the past decade. Many safety experts walked a middle ground, and attribute the decrease in worker injuries to OSHA crackdowns, and the increase in claims simply due to an increased awareness among workers that they can bring their claim to court.

With over  2 million new graduates entering the workforce this year, it is crucial that employers determine how they plan to recruit and retain these future leaders. Forbes recently reported the results of the Achievers and ConnectEDU "Class of 2013" survey to educate employers on what new graduates, most of whom have no prior work experience, expect from their first job. Some highlights from the survey include:

• Salary, career advancement opportunities, and interesting / challenging work were the most important factors in deciding to apply for and accept a position.
• When asked how long new grads intend to stay at their first job, 20.5% said 2 years, 20.6% said 5 years, and 21.5% answered they intend to stay for 10+ years.
• 66.6% of those surveyed said they were very or somewhat optimistic about finding work after graduation.
• 40.7% of new grads believe they will earn between $25,000 - $49,999 at their first position post-graduation. 36.3% surveyed expect to earn between $50,000 - $74,999.

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Asking your candidate if they have issues with being at work when you need them, specifically inquiring about things like commute, their family situation, child care, or other external commitments, is a very tricky question to pose. The law prohibits certain types of questions, or more specifically, using the answers resulting from said questions as determining factors in your hiring decision. That being said, if you simply ask a candidate if the hours presented will pose an issue for them, and they respond with information about child care, family, etc., the information received can be used in most cases as a factor in your hiring decision. Be sure to study up on the legal ways to make such inquiries via your local DOL website. 

Summer is here, and for many businesses that means relaxing your dress code. You have a right to maintain a dress code standard, even if you do not have a published policy, per se'. You just need to be sure you are consistent with its enforcement and in no way arbitrary when you identify a violation. To that end, when someone is seen at work in an outfit unsuitable for the office, you should seek out your HR resource, join them in a meeting with the individual inappropriately dressed behind closed doors, and discuss your concerns with the employee. Be specific. Be polite and professional. In the worst case, send them home to change.

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