1. Are employers obligated to provide benefits to DACA recipients?

It depends on the specific benefits and the policies of the employer. DACA recipients are not eligible for federal benefits such as Social Security, Medicare, or federally funded Medicaid. However, they may be eligible for state and local benefits depending on their location. Employers may choose to offer these benefits to all employees, including DACA recipients, but they are not legally required to do so.

In terms of employment-related benefits such as health insurance and retirement plans, employers generally have discretion over who is eligible to participate in these plans. As long as they comply with anti-discrimination laws, employers can choose to offer these benefits to DACA recipients or not.

2. Can employers discriminate against DACA recipients in hiring or employment?

No, it is illegal for an employer to discriminate against an individual based on their immigration status under federal law. This includes discrimination against DACA recipients. The Immigration and Nationality Act prohibits employers from discriminating against any individual based on their national origin or citizenship status during the recruitment process or during employment.

3. Are employers required to verify the work authorization of DACA recipients?

Yes, all employers are required by law to verify that an employee is authorized to work in the United States before hiring them. This process involves completing Form I-9 and reviewing documents that prove identity and work authorization.

DACA recipients are able to obtain valid work permits through their participation in the program, so they should be able to provide proper documentation during the verification process.

4. Can employers terminate a DACA recipient’s employment if their work permit expires?

This would depend on the specific circumstances and state laws governing termination of employment. Generally, employers are allowed to terminate an employee if their work authorization has expired and they cannot provide updated documentation showing continued authorization to work in the U.S.

However, some states have passed laws providing additional protections for undocumented workers (including DACA recipients) when it comes to termination of employment due to expired work authorizations. Employers should consult with an attorney or review state laws to ensure they are in compliance if they are considering terminating a DACA recipient’s employment due to an expired work permit.

5. Can DACA recipients receive unemployment benefits if they lose their job?

It depends on the specific eligibility requirements for unemployment benefits in the state where the DACA recipient lives. In general, individuals must have work authorization and have lost their job through no fault of their own in order to receive unemployment benefits. As mentioned earlier, DACA recipients have valid work authorizations and are permitted to work in the U.S., so they may be eligible for unemployment benefits if they meet all other requirements. However, eligibility for benefits ultimately depends on the laws and policies of each individual state.

2. How can employers protect themselves from legal risk when hiring DACA recipients?

1. Understand the legal requirements: Employers should be familiar with the eligibility criteria and employment authorization guidelines for DACA recipients. This includes being aware of any changes or updates to the program.

2. Avoid discrimination: It is illegal for employers to discriminate against individuals based on their immigration status. Employers should treat all job applicants equally and avoid asking questions about their immigration status during the hiring process.

3. Documentation: Employers should keep a record of all documents provided by the DACA recipient for employment verification purposes, such as their Employment Authorization Document (EAD) and social security number.

4. Follow employment laws: Employers must comply with all federal, state, and local employment laws when hiring DACA recipients, including minimum wage, overtime pay, and other labor standards.

5. Consult with an attorney: It can be beneficial for employers to consult with an experienced immigration attorney to ensure they are following all legal requirements when hiring DACA recipients.

6. Verify work authorization: Before making a job offer, employers should verify that the individual is authorized to work in the United States using the Form I-9 and accepting valid documentation.

7. Update policies and procedures: If necessary, employers may need to update their policies and procedures to ensure compliance with the specific requirements for employing DACA recipients.

8. Train employees: All employees involved in the hiring process should receive training on non-discrimination policies and understand how to properly document work authorization for new hires.

9. Notify current employees: If a current employee’s work authorization through DACA is set to expire soon, employers may need to provide information on how to renew their EAD or seek alternative work authorization options.

10. Regularly review guidelines: As immigration policies continue to evolve, it is crucial for employers to regularly review their obligations when it comes to employing DACA recipients and stay updated on any changes or developments in this area of law.

3. What is the current legal status of DACA and how might it affect employers?

The current legal status of DACA (Deferred Action for Childhood Arrivals) is uncertain and subject to ongoing litigation. On September 5, 2017, the Trump administration announced its intention to end the program, but this decision has been challenged in court. As a result, current DACA recipients are still able to renew their status and work permits, but no new applications are being accepted.

This uncertainty may cause challenges for employers who have hired or are considering hiring individuals with DACA status. Employers who currently employ DACA beneficiaries should be aware that these employees may not be able to continue working if their permit expires and is not renewed. This could lead to staffing shortages and potential disruptions in business operations.

Additionally, employers should be cautious about making employment decisions based on an employee’s DACA status. Discrimination based on citizenship or immigration status is prohibited under federal law, and employers could face legal consequences if they terminate or refuse to hire an employee because of their DACA status.

It is important for employers to stay updated on any changes to the legal status of DACA and consider consulting with an attorney for guidance on how it may affect their specific business and employees.

4. What are the risks to employers of employing DACA recipients?

There are several potential risks for employers who employ DACA recipients:

1. Legal concerns: Employers may face legal challenges if they are found to have knowingly employed a DACA recipient who does not have valid work authorization. This can result in fines and penalties from the government, as well as potential lawsuits from other employees or advocacy groups.

2. Loss of work authorization: DACA recipients must renew their work permits every two years, and there is no guarantee that these permits will continue to be available in the future. This could result in the loss of a valuable employee and disrupt business operations.

3. Turnover and disruptions: If a DACA recipient’s employment is terminated due to changes in their immigration status, it can lead to disruptions and turnover within the company, affecting productivity and morale.

4. Negative publicity: Employers may face negative publicity or backlash if their employment of DACA recipients becomes public knowledge, particularly in industries or communities where there is opposition to undocumented immigrants.

5. Limited labor mobility: DACA recipients are only allowed to work for specific employers who have sponsored them, which limits their ability to move jobs or seek better opportunities within the same industry.

6. Repercussions from anti-immigrant sentiment: In today’s political climate, there may be backlash from customers, clients, or partners if they learn that an employer is employing DACA recipients.

7. Challenges with I-9 compliance: Employers must carefully manage I-9 documentation for all employees, including those with deferred action status under DACA. Failure to keep accurate records can lead to serious consequences during immigration audits.

Overall, while employing DACA recipients can bring valuable contributions and diverse perspectives to a company, there are also potential risks that employers must carefully consider before hiring these individuals. It is important for employers to understand all relevant laws and regulations around hiring and managing employees with deferred action status under DACA.

5. What obligations do employers have to employees who may be affected by the DACA program?

Under the current government rules, employers must treat DACA recipients the same as any other employee and they cannot discriminate against DACA recipients based on their immigration status. This means that employers are required to provide DACA recipients with all of the same employment benefits and rights as other employees, including minimum wage, workers’ compensation, and health and safety protections.

Employers also have an obligation to verify the eligibility of all employees for employment through Form I-9, regardless of their immigration status. This includes DACA recipients who have been authorized to work in the U.S. Employers should not ask employees about their specific immigration status or require additional documentation beyond what is required for all employees during the hiring process.

Additionally, employers should be aware that if a DACA recipient’s work authorization expires or is terminated due to changes in government policy, they may need to terminate their employment. Employers must follow proper termination procedures and provide appropriate notice and severance pay if necessary.

Finally, it is important for employers to understand that DACA recipients may face unique challenges in terms of documentation requirements and access to certain federal or state benefits. Employers should familiarize themselves with any relevant laws or regulations that could impact their DACA employees and ensure compliance with these regulations.

6. How can employers ensure immigration compliance when hiring DACA recipients?

Employers can ensure immigration compliance when hiring DACA recipients by:

1. Verifying the applicant’s DACA status: Employers should verify that the applicant is a current DACA recipient by checking their work authorization document, known as Form I-766, also known as an Employment Authorization Document (EAD).

2. Observe expiration date: Employers should note the expiration date on the EAD and make sure to reverify employment eligibility before the document expires.

3. Follow the same hiring procedures: Employers should follow the same hiring procedures for DACA recipients as they would for any other employee, including completing Form I-9 and verifying identity and employment eligibility.

4. Avoid discrimination: Employers should not discriminate against DACA recipients during the hiring process, including asking discriminatory questions or requesting additional documents beyond what is required for all employees.

5. Keep records up to date: Employers should maintain accurate records of all employees, including DACA recipients, to ensure compliance with immigration laws.

6. Consult with legal counsel: If employers have any concerns or questions about hiring DACA recipients, they should consult with a legal counsel experienced in immigration law to ensure full compliance with all relevant regulations.

7. What should employers do if a DACA recipient’s work authorization expires or is revoked?

Employers should follow the same procedures they would for any employee whose work authorization expires or is revoked. This may include notifying the employee, giving them a reasonable amount of time to provide updated work authorization documents, and terminating their employment if they are unable to do so. Employers should also be aware of any additional requirements or guidance from the Department of Homeland Security regarding DACA recipients’ work authorization status. It is important for employers to treat all employees fairly and without discrimination based on their immigration status.

8. What are the considerations for employers when it comes to recruitment and hiring of DACA recipients?

1. Legal requirements: Employers must comply with all federal and state laws when it comes to hiring individuals, including DACA recipients. This includes verifying employment eligibility through the Form I-9 process and adhering to anti-discrimination laws.

2. Reaching out to a diverse pool of candidates: Employers should make an effort to recruit from a diverse pool of candidates, which can include DACA recipients. This can help bring in different perspectives and experiences to the workplace.

3. Understanding DACA status: It is important for employers to understand the specifics of DACA status and what it means for work authorization and employment eligibility. For example, DACA recipients are not eligible for federal financial aid or government benefits, but they may have valid Social Security numbers and work permits.

4. Providing equal opportunities: Employers should provide equal opportunities for all applicants regardless of their immigration status, as per anti-discrimination laws like the Immigration and Nationality Act (INA). This includes treating DACA recipients the same as any other employee during the recruitment process.

5. Avoiding discrimination based on immigration status: Employers should not make hiring decisions based solely on an individual’s immigration status or preconceived notions about their abilities or work ethic.

6. Ensuring appropriate documentation: While employers cannot discriminate against individuals with work permits based on their citizenship or immigration status, they may ask for specific documents during the Form I-9 process in order to verify employment eligibility.

7. Familiarizing with potential updates on DACA policy: The current administration has attempted to end the DACA program, resulting in legal challenges and changes in policy regarding its implementation. As such, it is important for employers to stay updated on any potential changes that may affect their ability to hire and retain DACA recipients.

8. Providing support and resources: If an employer does decide to hire a DACA recipient, it is important to provide support and resources as needed, such as helping them obtain proper documentation or navigating potential legal challenges. This can help alleviate any potential concerns or barriers they may face in the workplace.

9. What legal risks should employers be aware of when deciding whether to hire a DACA recipient?

There are several legal risks that employers should be aware of when deciding whether to hire a DACA recipient:

1. Discrimination: Employers may face discrimination claims if they refuse to hire a DACA recipient based solely on their immigration status. The Immigration and Nationality Act prohibits employment discrimination based on national origin, which includes discrimination against individuals who are in the country under the DACA program.

2. Work authorization issues: DACA recipients are legally authorized to work in the United States, but their work permits must be renewed every two years. Employers should verify the expiration date of a candidate’s work permit before hiring them and ensure it is up to date.

3. I-9 compliance: Employers are required to verify the identity and employment authorization of all new hires by completing Form I-9 within three days of hiring. This includes DACA recipients who must provide their valid Employment Authorization Document (EAD) as proof of their work eligibility.

4. Penalty for unlawful employment: If an employer knowingly hires or continues to employ an individual not authorized to work in the United States, they may face penalties such as fines and even criminal charges.

5. Immigration raids and audits: In recent years, there has been an increase in immigration enforcement efforts, including workplace raids and I-9 audits. If an employer is found to have knowingly hired undocumented workers, they could face steep penalties and damage to their reputation.

6. Changes in program eligibility: The DACA program is subject to change or termination by executive order or court ruling at any time. This can impact the legal status of a DACA recipient and result in consequences for both the employee and employer.

7. State-specific laws: Some states have enacted laws that restrict employers from hiring individuals with certain immigration statuses, including DACA recipients. Employers should be aware of any state-specific laws that may affect their ability to hire a DACA recipient.

It is important for employers considering hiring a DACA recipient to consult with an immigration attorney and ensure they are following all applicable laws and regulations.

10. What other legal protections do DACA recipients have under US employment law?

DACA recipients have the same legal protections as any other employee under US employment law. These include protection against workplace discrimination based on race, religion, gender, national origin, or disability; minimum wage and overtime protections under the Fair Labor Standards Act; and the right to a safe and healthy work environment under the Occupational Safety and Health Act. They are also protected from retaliation if they assert their rights under these laws.

11. How should employers handle requests for employment verification of DACA recipients?

Employers should handle requests for employment verification of DACA recipients in the same manner as they would any other employee. This means following federal requirements for employment verification, such as completing an I-9 form and examining acceptable documents to prove identity and work authorization. Employers should not discriminate against DACA recipients and should treat them equally with other employees. Employers should also be aware of the specific guidelines and requirements for hiring DACA recipients, including verifying their work permits and renewing the verification process every two years.

12. How does the termination of the DACA program affect current and prospective employee rights?

The termination of the DACA (Deferred Action for Childhood Arrivals) program affects current and prospective employee rights in several ways:

1. Work Authorization: DACA recipients, also known as “Dreamers,” are granted work authorization under the program. With the termination of DACA, these individuals will no longer have the ability to legally work in the United States unless they have alternative work authorization.

2. Discrimination: Employers are no longer prohibited from discriminating against employees based on their immigration status through the DACA program. This means that employers may now ask for proof of citizenship or work authorization, potentially leading to discrimination against DACA recipients.

3. Revocation of Employment Authorization Document (EAD): Current DACA recipients who have a valid EAD will be able to continue working until its expiration date (usually two years from the date it was issued). However, they will not be able to renew their EAD once it expires, effectively ending their employment eligibility.

4. Difficulty in Obtaining Future Employment: Without a valid work permit, Dreamers may face difficulty in obtaining future employment opportunities. This could limit their career growth potential and result in job loss for those currently employed.

5. Loss of Benefits: Many employers offer benefits such as health insurance and retirement plans to their employees. With the termination of DACA, Dreamers may lose access to these benefits provided by their employers.

6. Limited Career Opportunities: The loss of work authorization means that Dreamers may not be able to pursue certain careers that require specific authorizations or licenses.

7. Fear and Uncertainty: The uncertainty surrounding the future of Dreamers and their immigration status can create stress and fear within the workplace for both current and prospective employees.

8. Employer Retaliation: In some cases, employers may retaliate against Dreamer employees by firing them or otherwise making their workplace environment more difficult due to their immigration status.

It is important for both employers and employees to understand how the termination of the DACA program may affect their rights and to seek legal guidance if needed.

13. What restrictions should employers be aware of when extending job offers to DACA recipients?

1. Unlawful discrimination: Employers cannot discriminate against an individual based on their DACA status. This includes all aspects of employment, such as hiring, firing, and compensation.

2. Employment eligibility verification: Employers are required to verify the employment eligibility of all employees, including DACA recipients, using the Form I-9 process. However, they cannot specify which types of work authorization documents are acceptable.

3. Documentation requirements: Employers must accept valid and unexpired Employment Authorization Documents (EADs) as proof of work authorization for DACA recipients. Employers cannot reject a candidate or terminate an employee solely based on expiration date if the employee has applied for renewal in a timely manner.

4. Social Security number restrictions: Employers cannot require employees to present a Social Security number before they are actually hired and begin working.

5. Federal contracts: Some employers may be restricted from hiring DACA recipients if they have federal contracts that require certain levels of employment eligibility verification or prohibit the hiring of individuals with limited work authorization.

6. State-specific laws: Some states have enacted laws that may impact the employment of DACA recipients, such as requiring additional documentation or prohibiting certain types of employment.

7. Travel restrictions: DACA recipients who leave the country without advance parole may lose their DACA status and work authorization. Therefore, employers should be aware of travel plans and ensure that employees have obtained advance parole before traveling outside the U.S.

8. Keep personal information confidential: Employer should refrain from disclosing any sensitive personal information about an employee’s immigration status or EAD expiration date to avoid potential discrimination claims.

9. Use E-Verify properly: It is important for employers to understand how to properly use E-Verify for hiring purposes and ensure that they do not involve any discriminatory practices when using this system.

10. Compliance with labor laws: All employers must comply with federal and state labor laws, regardless of an employee’s immigration status.

11.Use caution with DACA expiration dates: Employers should be aware of the DACA program’s uncertain future and exercise caution when hiring or making long-term decisions based on an employee’s DACA status.

12. Provide equal benefits: Employers must provide equal benefits to all employees, regardless of their immigration status. This includes health insurance, retirement plans, and other fringe benefits.

13. Consult with an immigration attorney: Given the complex nature of immigration laws and the changing landscape surrounding DACA, it is advisable for employers to consult with an experienced immigration attorney to ensure they are compliant with all laws and regulations when hiring or employing DACA recipients.

14. Does US employment law protect against discrimination of DACA recipients in the workplace?

Yes, US employment law protects against discrimination of DACA recipients in the workplace. Under the Immigration and Nationality Act (INA), it is illegal for employers to discriminate against employees or job applicants based on their national origin or immigration status. This means that employers cannot deny a person employment, fire them, or otherwise treat them differently because they are a DACA recipient.

Additionally, the Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit discrimination in the workplace based on race, color, religion, sex, national origin, age, disability, and genetic information. This includes discrimination against DACA recipients.

If you believe you have faced discrimination at work because of your DACA status, you can file a complaint with the EEOC or seek legal assistance from an employment lawyer. Additionally, some states and cities have their own anti-discrimination laws that may provide further protections for DACA recipients.

15. Do states have any special provisions or regulations regarding the hiring of DACA recipients?

Some states have implemented additional regulations or special provisions for the hiring of DACA recipients. For example, some states have passed laws prohibiting discrimination against DACA recipients in employment. Additionally, some states may require employers to verify the immigration status of their employees through the E-Verify system, which DACA recipients are not eligible to use. Employers should consult with their state’s labor department or immigration office for more information on any specific regulations that may apply to the hiring of DACA recipients in their state.

16. Is there any recourse for employers who are faced with unfair enforcement practices related to hiring DACA recipients?

Yes, employers can file a complaint with the U.S. Department of Justice’s Civil Rights Division or the Equal Employment Opportunity Commission if they believe they have been discriminated against for hiring DACA recipients. They can also consult with an employment lawyer to explore their legal options.

17. Are there any special tax considerations related to employing DACA recipients?

There are no special tax considerations specifically related to employing DACA recipients. Employers must withhold taxes from their employees’ paychecks and report this information to the IRS.

However, if an employer participates in the DACA program and receives work authorization for an individual, they may be eligible for a tax credit called the WOTC (Work Opportunity Tax Credit). This credit is available for employers who hire individuals from certain target groups, including those with work authorization through the DACA program. Eligibility and available amounts vary depending on the specific individual hired and their eligibility under the WOTC program. Employers can consult with their tax advisor or visit the IRS website for more information on how to claim this credit.

18. How can employers mitigate the legal risks associated with hiring DACA recipients in a remote work environment?

1. Consult with an employment lawyer: Employers should consult with an experienced employment lawyer to understand their legal obligations and the potential risks associated with hiring DACA recipients within a remote work environment. An attorney can also help employers develop appropriate policies and procedures to mitigate any potential legal risks.

2. Be familiar with relevant laws and regulations: Employers should be familiar with the laws and regulations that apply to remote workers, specifically those related to immigration, employment eligibility verification, and nondiscrimination.

3. Follow proper I-9 processes: Employers must continue to follow I-9 requirements for all employees, including DACA recipients. This includes completing Form I-9 within three business days of the employee’s start date and ensuring that all required documents are provided and verified.

4. Provide equal access to remote work opportunities: Employers should ensure that DACA recipients have equal access to remote work opportunities if other employees are allowed to work remotely. Failure to do so may raise concerns of discrimination or unfair treatment.

5. Avoid discriminatory practices: Employers should not treat DACA recipients differently than other employees in terms of pay, benefits, or working conditions solely because of their immigration status.

6. Train managers on diversity and inclusion: It is crucial for employers to educate managers on diversity and inclusion in the workplace, specifically regarding the rights of DACA recipients. This will help prevent any discriminatory actions or behaviors towards these employees.

7. Maintain confidentiality: Employers should maintain strict confidentiality regarding an employee’s immigration status and personal information while working remotely, as well as during any virtual meetings or interactions.

8. Review non-discriminatory policies: Employers should review their policies on equal opportunity, harassment, anti-discrimination, and accommodation requests to ensure they are compliant with applicable laws and include protections for DACA recipients.

9. Keep up-to-date on changes in immigration policies: It is important for employers to stay informed about any changes in immigration policy that may affect DACA recipients and their employment eligibility. Employers should regularly review governmental guidance to ensure compliance.

10. Offer support and resources: Employers can provide support and resources for DACA recipients, such as mental health services, legal assistance, and resources for immigration updates. This will help employees feel valued and supported in the workplace.

19. How has the Supreme Court’s ruling on DACA impacted employer obligations regarding hiring and firing practices for these individuals?

The Supreme Court’s ruling on DACA has not directly impacted employer obligations regarding hiring and firing practices for individuals with DACA status. Employers are still expected to comply with all state and federal laws, including anti-discrimination laws, when making employment decisions.

However, the ruling may indirectly impact employers’ hiring and firing practices as it allows individuals who have been granted DACA status to continue working legally in the United States and obtain certain benefits such as driver’s licenses. This may increase the pool of eligible workers for employers to hire from.

Additionally, the ruling may also impact an employer’s ability to terminate employees with DACA status if their work authorization expires. Employers should consult with legal counsel before taking any action related to employees with DACA status to ensure compliance with all applicable laws.

20. What are best practices for communicating with and accommodating the needs of DACA recipients in the workplace?

1. Establish a clear non-discrimination policy: Ensure that your company has a strong policy against discrimination based on immigration status or any other protected traits. This will create a safe and inclusive environment for all employees, including DACA recipients.

2. Educate managers and HR staff: It is important to educate managers and HR staff about the rights and protections of DACA recipients in the workplace. This will help them understand the unique challenges these employees may face and how to support them.

3. Respect confidentiality: DACA recipients may not feel comfortable sharing their status with others. It is important to respect their privacy and maintain confidentiality about their status unless they choose to disclose it themselves.

4. Provide resources and support: Offer resources such as legal aid, counseling services, or employee assistance programs (EAPs) that can provide additional support to DACA recipients who may be facing legal or personal challenges.

5. Accommodation for work permit renewals: Due to the temporary nature of DACA permits, it is important to accommodate any necessary time off for employees to renew their work permits when needed.

6. Consider alternative identification documents: Some states restrict certain benefits, such as driver’s licenses, for individuals with DACA status. Be open to accepting alternative forms of identification from these employees if needed.

7. Offer flexibility for travel restrictions: Due to the uncertainties surrounding immigration policies, DACA recipients may have limitations on international travel. Be flexible with scheduling and provide options for virtual meetings if needed.

8. Language access: Many DACA recipients come from diverse linguistic backgrounds and may benefit from language assistance in the workplace. Consider providing translations or hiring bilingual staff to improve communication.

9. Create an inclusive culture: Foster an inclusive culture where all employees are valued for their contributions regardless of their immigration status.

10.Support networking opportunities: Encourage networking within the organization to help build relationships with colleagues who can offer guidance and support in navigating challenges related to immigration status.

11.Offer training and development opportunities: Provide training opportunities for all employees to learn about cultural competency, diversity and inclusion, and how to be an ally to DACA recipients in the workplace.

12. Stay updated on policies: It is important to stay informed about changes in immigration policies that may affect DACA recipients in your workplace. This will help you proactively address any potential issues that may arise.

13. Address any discriminatory behavior: If you witness or receive reports of discriminatory behavior towards DACA recipients, take it seriously and address it immediately. Make it clear that such behavior is not tolerated in the workplace.

14. Offer assistance with legal fees: To support DACA recipients who may need legal assistance, consider offering financial support or connecting them with pro bono services offered by organizations or law firms.

15. Include DACA recipients in employee resource groups: Encourage participation from DACA recipients in employee resource groups or affinity groups to help them feel more connected and supported within the organization.

16. Be open to sponsorship opportunities: Consider sponsoring foreign-born individuals for employment-based visas if they are highly skilled and have valid work authorization documents.

17. Have a backup plan for key personnel: In case a DACA recipient’s work permit is not renewed, it is important to have a contingency plan in place to prevent disruptions to critical operations.

18. Be understanding of personal challenges: Be mindful that some DACA recipients may have experienced trauma due to their immigration status or other personal challenges. Be empathetic and offer support as needed.

19. Encourage self-advocacy: Educate employees about their rights and encourage them to speak up if they experience discrimination or harassment based on their immigration status.

20. Seek feedback from DACA recipients: Regularly check-in with your DACA employees and seek their feedback on ways the company can better support them in the workplace.