Biotechnology. Yes, this is a fast growing field of great opportunities for employment in the future. But biotechnology is also beginning to impact the workplace in quite an unexpected way. As a matter of fact, biotechnology is turning out to be quite a controversial area in the human resource field.

One of the key areas of conflict is the recruitment and selection of new employees. For instance, a growing number of employers are demanding that potential employees provide a DNA sample as part of their recruitment process. Now, why would the employer want a DNA sample? What do you think?

Well, you may not be aware, but it cost a company a lot of money to have employees, sometimes, up to 80% of all corporate expenses. These costs include not just salary but also the company portion of employee benefits, namely vacation, short-term and long-term insurance for illness, drug plans, chiropractic and massage services. And these costs are becoming so burdensome that companies are aggressively looking for ways to reduce them.

 

DNA and genetic sampling is one of the ways that companies in the US are using to try cutting costs. What they are looking for is a genetic message that will tell them if you are prone to certain diseases such as diabetes, heart attack, stroke or MS. If these genetic factors are found in your DNA sample, you might very well be denied a job.

Do you think it’s fair to deny someone a job based on “maybe you might become ill?” Should an employer have the right to demand a DNA test from you? What about your privacy? And, how accurate are these tests as long term predictors? Is asking for a DNA test even legal? What rights to you have? This is what the US controversy is all about and believe me; it is far from being solved.

Management of employee attendance is another area in which biotechnology is being applied in the workplace. More and more, companies are beginning to use fingerprints, handprints and Iris (eye) analysis as a means to identifying their employees and protecting their intellectual property. These companies also want to ensure their employees not only arrive at work on time but that no person is being illegitimately substituted for another during a work shift.

Biotechnology is anticipated to have a growing and significant impact on people’s health and personal lives in general. New research in biotechnology is already helping childless couples to have children and it is hoped that it will develop new tools and drugs to help the disabled population. But where does this leave employers and employees? Who should pay for what? What are the rights of each party? What about employee privacy?

Employee benefits costs are going to continue rising quickly and significantly, particularly in the area of drugs and costs for illness and absenteeism. And corporations are going to continue trying whatever means they can to cut these costs. So, while the area of biotechnology will be helpful to individuals per se, it will probably continue to cause a good deal of controversy between employers and employees. As a developing industry, biotechnology will be one area to keep an eye on. It will be exciting so watch for it!

Barbara J. Bowes, FCHRP, CMC Barbara Bowes is President of Legacy Bowes Group. She can be reached at barb@bowesgroup.com. Legacy Bowes Group 301-161 Portage Avenue E. Winnipeg, Manitoba R3B 2L6 p: 204.957.5525 f: 204.957.5834 e: info@legacybowes.com « Back