In accessing the Equal Employment Opportunity Office (EEOC) website, I found it very hard to find a clear and concise reason as to why small businesses were treated differently than the larger businesses and why the law would differentiate between them. These smaller organizations are sometimes treated differently by the EEOC because they lack the resources that most large companies possess. Most small businesses can't afford to hire the best qualified people that larger businesses can and do. They may not be able to hire people that fit into the different classes (EEOC, 2008). For example, they may want to hire someone with a disabili ty but really can 't afford to because they would have to make reasonably accommodations for that person which could be very costly for small business owners. Another reason they may be treated differently is the fact that small companies will not have a lot of ready cash on hand, because all the funds that are being generated goes back into the business. They also oftentimes lack human resources depm1ments or specialized EEO office to help manage their staffing needs (A rnold, 2009). Many differences between small business and large business are really not that significant
but the most ctitical difference between the two is the way funding is utilized by larger companies and smaller establishments (Fuscaldo, 2012). Larger companies can maintain stockholders, but small businesses usually have owners, namely, Mom and Pop establishments' (Fuscaldo, 2012). Bei ng e mployed at a large company, there are rules a nd regulations to contend with in order to perform the job assigned. Small companies employees, on the other hand, have a tendency to have less bureaucracy, less organization, and fewer compl ications when performing their assigned task (Fuscaldo, 2012). Historically, Congress has generally sought to exempt small bu sinesses from federal regulation in the area of employment law (Center, 2009). But according to the EEOC office this usually means the employer has fewer than 15 employees. However, some federal statutes
define thresholds at 20, SO, or I 00 employees, and some federal thresholds start at one employee (Small Business Analysis, 2004). "Typically, state statutes cut down the numbers even lower than their federal counterparts- often to just one employee" (B1yant, 2010). Local, state and federal requirements may differ according to location (Responsibility of Multinational Employers, 2008). Small industries are major sources of a great number of jobs that can be filled by individuals with disabilities who are willing and able to do the work. Nearly 25 million small businesses in the nation denote 99.7 percent of all employers who hire approximately SO percent of the p1ivate workforce (A Primer for Small Business, 2013). Likewise, small businesses provide 67 percent of all first jobs. Many employers with a minimum of at least 15 employees are protected by EEOC laws. These laws apply to any and all forms of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits (Ingram, n.d.). Small businesses are sandwiched between conflicting government priorities and viewpoints amid different federal agencies, the courts, state, and federal governments. Owners of small businesses express a willingness to learn all the rules and regulations, and have no problem complying with the regulations when running a successful business. As a matter of fact, they insist on the state and federal governments, including the com1s, to set forth consistent and comprehensible laws they can readily apply to their particular business (McCracken, 2012). Equal Employment Opportunity laws provide direction for small and large businesses,
but because of the relativel y small size of their workforce and budget, they face specific challenges when it comes to employment laws (Ingram, n.d)....
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