Human Resource Management: Importance of Eeoc

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Importance of EEOC
HRM210-1202A-04
April 23, 2012

Importance of EEOC
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex, national origin, age, disability or genetic information. Applying toward all types of work situations, including; hiring, firing, promotions, harassment, training, wages, and benefits. Organizations that employ at least 15 people are likely to be covered with the EEOC at which most are labor unions and employment agencies (U.S.EEOC, 2012). The system works by fairly and accurately investigating any allegations within a charge and make a finding. If discrimination has indeed occurred, the committee will work at settling the charge, but if nothing is found then the EEOC has the authority to file a lawsuit to protect the rights of individuals and the interest of the public (U.S.EEOC, 2012). The idea behind the EEOC is to bring an end to discrimination but also know that it’s not at all possible, just to an extent. It is the EEOC’s job to protect those covered by the law of discriminatory actions all the while trying to prevent this type of scenario from happening. A huge role for human resource management is to protect and defend their company from lawsuits as well as hiring the right employee for the job. Be sure to train your employees properly on each different scenario of discrimination and provide pamphlets for new hires. Show respect for your fellow employees and be sure to investigate and resolve charges accordingly, providing consults for employees who may need to speak and need help distinguishing a certain matter, as well as providing an interpreter for Spanish translation. Discrimination by type is basically all of the different ways there are for discrimination to occur including age, disability, equal pay/compensation, nationality, genetic info, pregnancy, race, religion, retaliation, sex, and/or sexual harassment. Age discrimination applies to people of age 40 and older leading them to be less favorable due to their age. It is consider discriminatory to harass someone because of his or her age and is defined by a negative effect on employees and is not centered on a realistic reason other than their age. Disability is another way of discrimination is initiated when an employee or employer is less favorable to someone that has a handicap or is temporarily disabled. The employer must make sure the work environment is suitable for their disability and this also includes a person whom may be related to someone with a disability such as a child or a spouse. There are a lot of different subjects of this matter and all of which reflect on whether or not the company and/or employee is treating the one with a disability or related to one with a disability in a negative way and creates hardships for them (EEOC, 2012). Equal pay/compensation is based on whether or not a man and woman are paid the same or earn the same income for the type of work they are participating in, not the actual job title, but the work that is actually being done. Sex discrimination is when a man or a woman is less favored by the employer and cause a negative environment for the one being discriminated against or judged. Also, making sure that a policy and or practice always applies the same to everyone. This can advance into sexual harassment, involving uninvited sexual advances or remarks, requests for sexual favors, verbal or physical harassment of a sexual intent. It does not have to be sexual though for this discriminatory act to occur, it can also involve negative or uncomfortable comments toward an individual’s sex. The harasser can range from anyone as the supervisor, co-worker, or even a customer (EEOC, 2012). A large category includes race, ethnicity, religion, and genetics. Again this all has to do with someone being...
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