Your Business Should Be Your Business: Restoring First Amendment Rights to Private Employers
When making hiring decisions, there are many factors that an employer should consider such as the applicant’s aptitude, knowledge, and experience for a particular job. Good moral character, however, is also an important factor. The 1st Psalm of David declares that those who “delight in the law of the Lord” will “prosper in whatever they do.” Various people will define moral character differently in accordance with their religious beliefs. According to my own understanding of what constitutes good moral character, I believe the most important factor an employer should consider in choosing the person who will be the best long-term asset for a business is if they “delight in the law of the Lord.”
To me, “delighting in the law of the Lord” is indicative of what I believe to be the most fundamental moral character attribute, that is, the attribute of humility. “For God opposes the proud but gives grace to the humble” (1 Peter 5:5). A humble person looks not to their own “wisdom” but rather to the “wisdom” of their Creator, who many Americans, like me, believe has revealed His will through His Word.
Per the First Amendment, it should not be illegal for me to practice my own religious beliefs in my own business. Neither should it be illegal for another employer, who believes differently than me, to live out their beliefs regarding whom they will hire in their business. Common sense tells me that whoever funds the payroll should decide what characteristics they consider when making hiring decisions. Sadly, I am not aware of a single person who has served in Congress since Ron Paul who has consistently spoken against Title VII of the Civil Rights Act of 1964 where the federal government began to dictate what factors employers, even private ones, cannot consider when making hiring decisions.
These socialistic regulations placed up employers came about during the Lyndon B. Johnson administration. It was claimed that they would aid in bringing about “A Great Society.” However, instead of yielding a great society, our workforce has instead been severely weakened and our per capita debt as a share of our national is now $90,000.
The five “protected classes of people” in Title VII are race, skin color, national origin, gender, and religion. I truly believe that if the freedom I advocate for is restored, those who practice biblical wisdom will be the most successful and their success will be on display for others to freely emulate. On the other hand, employers who use this freedom to discriminate in hiring based on characteristics such as race, skin color, or national origin, will eventually fall behind. The reason is that they will limit themselves in hiring to a smaller pool of great employees and thus “shoot themselves in their own foot.” These employers will have no excuse for their business’s inferiority except their own foolishness.
Allowing the free market to either reward or punish wise or foolish employers is how things are supposed to work in the “land of the free.” I believe it is high time to return to the principles of limited government our nation was founded upon and amending Title VII to not apply to private businesses of any size (it presently does not apply to a business with under fifteen employees) is one good place to start. This not only benefits employers but also employees who desire to work in a business culture where their religious beliefs are valued and promoted.
While most have been simply playing defense with our freedom, I am going on offense and seeking to take back freedoms lost in the past. Any football coach will tell you that if you want to win, you try to keep the defense off the field as much as possible and keep the ball in the other team’s territory. In other words, instead of just keep the camel at bay from getting further inside of the tent, I will be seeking to shove the camel outside of the tent.