Steps to Ensure Compliance with EEOC Laws
Businesses that evaluate their employment practices according to the following guidelines can ensure they develop and implement legal, ethical, fair, and justified employment standards. This list is not meant to be inclusive, but rather a guideline of areas to evaluate to ensure compliance with EEO laws.
1. When recruiting applicants for a position, submit advertisements in a variety of sources (web, newspaper, job board, flyers, etc.). The greater number and variety of sources utilized ensures that a broader range of candidates are notified and have the opportunity to apply. If a business focuses on a single method of advertisement, the company is missing a population that might not have access to that particular communication channel.
2. When selecting qualified candidates from a large applicant pool, it is critical to standardize selection processes. The more subjectivity involved in the selection process, the more likely a hiring manager will allow (albeit intentionally or unintentionally) his or her biases to sway selection decisions. Furthermore, a more objective and standardized process helps ensure accuracy of screening results and increases retention.
3. When a position opens up and an employer wants to promote from within, formal steps need to be taken to ensure all qualified candidates have an equal opportunity to be notified and apply for the position. These steps include posting the position for a specified period of time, placing the notice of vacancy in a highly-populated area or in a popular mode of communication, developing standardized screening tests and techniques to promote the most qualified employee, and thoroughly debriefing unselected candidates as to the reasoning and rationale.
4. When implementing a formal grievance process, a company must enforce a strict confidentiality clause. Without trust in anonymity, employees can be intimidated by the thought of retaliation, especially those of protected classes. Furthermore, utilizing a third-party mediator significantly increases the likelihood of positive and fair dispute outcomes.
5. When making compensation decisions, a company must ensure that the compensation strategy is well-documented and there is ample evidence to support the fact that the company is abiding by the written policy. Furthermore, provide employees a copy of the strategy to enable all employees to make the most of opportunities that will yield higher compensation.
6. Implement a formal documentation process for unsatisfactory behavior and formal warnings. Furthermore, businesses should identify standards of behavior and performance expectations that can be used as evidence for temporary suspensions, loss of bonuses, and potential terminations.