EEO Regulations, Compliance, Values and Ethics
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a. Identify at least five EEO regulations with which your organization must comply.
b. Explain how your HR department manages compliance with these regulations.
c. Analyze challenges that HR faces in complying with regulations
d. Identify your organization's key values towards employees.
e. Organizations are often faced with situations that challenge their ethics. For example, an organization may value hiring the most qualified candidate while legal considerations may require hiring an acceptable candidate who minimally meets the qualifications. Evaluate the role that ethics plays in your organization's practices.
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Solution Summary
Through an illustrative example, this solution identifies at least five EEO regulations this organization must comply. It then discusses various other HR functions and ethics, such as how the HR department manages compliance with these regulations, the challenges that HR faces in complying with regulations, the organization's key values towards employees, and the role that ethics plays in an organization's practices. Supplemented with information of the organization used as an example.
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Let's use Bryant University as an example.
a. Identify at least five EEO regulations with which your organization must comply.
Federal Equal Employment Opportunity (EEO) Laws are listed below. The Federal laws prohibiting job discrimination are:
· Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
· the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
· the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
· Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; The Americans with Disabilities Act (ADA) amended in 2002 (see http://www.eeoc.gov/ada/).
· Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and
· the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination. http://www.eeoc.gov/abouteeo/overview_laws.html
·
The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. http://www.eeoc.gov/abouteeo/overview_laws.html
b. Explain how your HR department manages compliance with these regulations.
Virtually all-private employers must comply with at least some of the EEOC guidelines. Employers with 20 or more employees are subject to all of the guidelines and regulations. A non-discriminatory workplace means that it is in complaint with Title VII in USA. Briefly, Byrant University's HR department manages compliance with these regulations in the following ways:
· Allowing access to records and site of employment,
· Following the Uniform Guidelines on employee selection procedures,
· Following sex discrimination guidelines,
· Following guidelines on discrimination because of gender, religion or race/national origin (disability, age and pregnancy later added amendments)
· Providing annual reports to the EEOC to verify compliance. http://www.eeoc.gov/abouteeo/overview_laws.html
The University also provides training in diversity for staff and faculty to improve the changes on compliance.
Bryant Universities EEO Policy and its Employee Handbook are also used to help in the process of complaince. Often the harassment policy should be placed in a highly visible area so it is on the minds of staff at all times. It means it is important and awareness helps to decrease if not illuminate discrimination. Please see the Employment Handbook for the EEO and Harassment policy attached.
The following example explains the process, as is also listed in the employee handbook for Byrant University. The following example is representative of most organizations, although it might afford different wording.
Example: Byron University's Equal Employment Opportunity ("EEO")/Affirmative Action Program ("AAP") (Excerpt) ...
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