Human Resources Eeoc

Human Resources and the EEOC

Describe the influence that the EEOC has on the way that organizations operate.

An organization can be influenced by the EEOC in many different ways. An organization will train existing employees in represented groups to ensure the ability of hiring for higher level positions, in turn this ensures a balance within the diversity of people. They may also create goals for protected groups that may fall under the labor law headings, such as minors, women, or religion beliefs. An organization's HR department must keep track of employee's age, sex, race, and ethnic origin to strategize plans to stay in compliance of the labor laws of the EEOC. If the company is under represented in any of these protected groups they may participate in job fairs of the underrepresented or less in number of employees within the company.

Explain the role of that HR plays in ensuring compliance to labor laws and regulations.

The first and foremost role of the HR department is to know the labor laws and regulations; if the laws and regulations are not known, how can one even begin to be in compliance with such laws and regulations. Laws such as, the "Age Discrimination Act", the "Equal Pay Act", "Title VII of the Civil Rights Act" and the "Sex Based Discrimination" are very important to educate everyone on. They must also track the age, sex, race, disabilities, religion, military experience (Vietnam-era), and ethnic origin of every employee within the company; they must also educate the staff on the labor laws and regulations. Elimination of present effects of past discriminations is to be done by the HR department or by the employer.

In addition, an HR representative must be ready to take affirmative action if any issues arise.

Affirmative action involves ensuring equal treatment at the workplace, informing employees how and where to report complaints, assure confidentiality, ensure disciplinary action, provide training for managers and supervisors, and to promote fair and impartial investigations as well as base their actions on objectively gathered facts. (EEOC.com, 2012)

On the whole, the EEOC states that "regulations require employers to keep all personnel employment records for one Year." this job falls to the HR department. Payroll records are to be kept for 3 years. Records should be kept for wages, rates, job evaluations, rank and merit systems as well as collective negotiating agreements. These records are used for being able to explain and prove proper compliance of not discriminating and paying employees, male and female, in the same organization the correct wages.HR managers must also ensure that any notices from the EEOC are clearly posted for employees. They must always have documentation and documents