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Seven Steps to Avoid Employee Lawsuits
Labor and employment disputes represent the top litigation threat to the majority of U.S. corporations, so it's no wonder that a major fear for business leaders is the fear of employee lawsuits.

Illegal Workers: The Feds are Spreading their Net to Snag All Kinds of Businesses - Part 1
Do you tell yourself, "The fed won't bother with me, I'm just a small business." You really should think about that again. Betsey explains some of the changes that she sees developing & it directly impacts small businesses & their owners.
The Importance of Job Descriptions
The EEOC recently published its Best Practices to assist employers in avoiding violations of Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act as it relates to employees with caregiving responsibilities (read more about avoiding caregiver discrimination claims at instanthrsolutions.com). One of the recommendations is that employers develop "specific, job-related qualification standards" to ensure that hiring decisions are based on an applicant's qualifications, rather than on his or her personal caregiving responsibilities. The same holds true for any other protected category under federal equal employment opportunity laws, including race, color, national origin, religion, gender, disability, or age.

How To Avoid Caregiver Discrimination Claims
In April 2009, the Equal Employment Opportunity Commission ("EEOC") published its Best Practices to assist employers in complying with federal anti-discrimination laws as they relate to workers with caregiving responsibilities. The Best Practices are not binding on employers and do not make caregivers a newly protected category under federal law. Rather, these are suggestions from the EEOC to encourage employers to consider "the ways in which family-friendly workplace policies can improve workers' ability to balance caregiving responsibilities with work." The EEOC asserts that these recommendations may also benefit an employers' workers, customer-base and bottom line by improving employee retention, increasing profitability and reducing costs associated with high employee turnover.

How Current are your Training Programs?
It's no mystery that companies are downsizing. How much knowledge are you letting out your door when you lay people off? What happens when jobs are combined? Are the employees who remain fully trained on their job requirements? Is there still a trainer 100% dedicated to training on a regular basis? What about your training materials? Are they still relevant. The business climate has changed and you have new challenges that perhaps you never faced before. Is anyone addressing these issues with a program that will teach your sales personnel how to sell to the new mentality of your customers?

Perfecting Policy
Even entrepreneurs need to have company rules in writing. It could offer protection in the event of a lawsuit.
The EEOC Task Force Splendid Approach for Businesses
The EEO task force after evaluating best practices from leading organizations established the acronym "SPLENDID" which stands for a series of actions that conscientious business owners both large and small can take to address EEO and diversity issues for best practices.

EEO-1 Changes: Revisions to the EEOC’s Employer Information Report
The EEO-1 Report at a Glance The Employer Information Report (EEO-1) classifies an organization’s employees by job category and then by ethnicity, race, and gender. Due every September, the EEO-1 is submitted to the EEOC and the Department of Labor, Office of Federal Contractor Compliance Programs (OFCCP). Beginning September 30, 2007, employers must use the newly revised EEO-1 Report. Since September’s report will be comprised of data collected this year, organizations should collect information per the new classification format as soon as possible.
A New Approach to Applicant Attraction and Selection
Regardless of the stage of the economic cycle and the availability of candidates for jobs, employers need to make the best hiring decisions possible for the dollars they invest in attracting and screening job candidates. This is far more easily said than done, unless the employer is willing to take a new, objective look at how to attract and handle job candidates in general.

Writing Job Descriptions for Legal Compliance and Organizational Development Results
A well-crafted job description continues to boost productivity and cost-efficiency. Now, more than ever, this instrument is essential to legal compliance and risk management, especially associated with ADA, FLSA and EEOC initiatives.

Technology Can Play a Vital Role in Keeping an In-house HR Department While Achieving Modernization Economies in the Process
Today’s business culture continues to look at ways to automate functions of virtually any department in an organizational entity that can affect significant economies. A frequently addressed question regarding the HR function is what part of the HR function can be effectively outsourced. The usual thought is the most labor-intensive parts of the HR function. In order to pursue this potential initiative, it is first necessary to dissect various of functions of the HR initiative in the organization to determine which of those functions the organization is willing to outsource and which it is not.
The Feds are Checking Employer Background Checks
On April 25, 2012, the Equal Employment Opportunity Commission (EEOC) issued new rules concerning employers who conduct criminal background searches of job applicants & employees. This is the EEOC's first new rules on the matter in 20 years, so employers should take notice. Although the rules aren't fundamentally different from the EEOC's current rules, these new rules probably signal an increase in scrutiny & enforcement of criminal background screening, as well as credit checking & not hiring the long term unemployed.

Other eeoc Related Articles

EEO-1 Changes: Revisions to the EEOC’s Employer Information Report
The EEO-1 Report at a Glance The Employer Information Report (EEO-1) classifies an organization’s employees by job category and then by ethnicity, race, and gender. Due every September, the EEO-1 is submitted to the EEOC and the Department of Labor, Office of Federal Contractor Compliance Programs (OFCCP). Beginning September 30, 2007, employers must use the newly revised EEO-1 Report. Since September’s report will be comprised of data collected this year, organizations should collect information per the new classification format as soon as possible.
How do I determine if a business of my size is covered by the EEO laws
The EEOC counts all employees, including part-time and temporary workers, for purposes of determining whether an employer has a sufficient number of employees to be covered by the statues.
How To Avoid Caregiver Discrimination Claims
In April 2009, the Equal Employment Opportunity Commission ("EEOC") published its Best Practices to assist employers in complying with federal anti-discrimination laws as they relate to workers with caregiving responsibilities. The Best Practices are not binding on employers and do not make caregivers a newly protected category under federal law. Rather, these are suggestions from the EEOC to encourage employers to consider "the ways in which family-friendly workplace policies can improve workers' ability to balance caregiving responsibilities with work." The EEOC asserts that these recommendations may also benefit an employers' workers, customer-base and bottom line by improving employee retention, increasing profitability and reducing costs associated with high employee turnover.

The Importance of Job Descriptions
The EEOC recently published its Best Practices to assist employers in avoiding violations of Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act as it relates to employees with caregiving responsibilities (read more about avoiding caregiver discrimination claims at instanthrsolutions.com). One of the recommendations is that employers develop "specific, job-related qualification standards" to ensure that hiring decisions are based on an applicant's qualifications, rather than on his or her personal caregiving responsibilities. The same holds true for any other protected category under federal equal employment opportunity laws, including race, color, national origin, religion, gender, disability, or age.

Using Pre-Employment Tests Can Save You Money
Pre-employment testing is a way of determining the degree to which a candidate possesses and can demonstrate the knowledge skills and abilities required to successfully perform in the position. Any tests that are used must me job related and valid and comply with the “Uniform Guidelines on Employment Selection Procedures” issued by the EEOC. Some of the most commonly used types of pre-employment tests are...

Writing Job Descriptions for Legal Compliance and Organizational Development Results
A well-crafted job description continues to boost productivity and cost-efficiency. Now, more than ever, this instrument is essential to legal compliance and risk management, especially associated with ADA, FLSA and EEOC initiatives.

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