Equal Employment Opportunities

Sun Jul 28 2019

It's the law! When hiring, it is illegal to discriminate based on any protected category. When hiring an employee, strictly look at an applicant’s qualifications and skills rather than any discriminatory features such as race and/or gender. The Equal Employment Opportunity law restricts employers from discriminatory acts in the workplace and failure to comply with these laws can results in potential litigations.

When posting a position, it is always good to post at the bottom: “Equal Employment Opportunity Employer”; let prospective employees know that your company abides by EEO laws by noting it in your employee application. This statement can let employees know that your company doesn’t tolerate discrimination in the workplace but rather values equality and fairness.

Make sure you have an EEO statement in your employee handbook. Your employee handbook should include all policies and procedures in the workplace, including an EEO statement. That way, employees can refer back to this handbook if they have any disputes or questions in regard to workplace discrimination.

Keep track of employment applications and transfer request forms for your internal candidates. Make sure you have a "system in place" to demonstrate that the "best qualified individual for the position" was hired or promoted. You want to make sure you hire the best of the best when it comes to making job offers to work at your company. Take the time to really review each candidate’s applications and base their value on their skills, education, training, and/or prior work experience. This will allow you to find the ideal candidate who will match the criteria you’re looking for in a quality employee.

We can review your systems in place and make recommendations to ensure you have the documented back up necessary to defend a lawsuit. Save all applicants’ documents in the event that they file a lawsuit claiming discrimination. Written documents and statements may be your one source of evidence to defend yourself in the event of a discrimination lawsuit.