As we approach the Annual September 30th Filing Deadline for the EEO-1 Report, HR Professionals and Members of Senior Leadership Teams across the country are reminded of the all-too-familiar trend that EEOC claims has rapidly increased over the past decade and currently hovers just shy of 100,000.
During this timeframe we have seen record setting discrimination filings - year over year - in all areas tracked by the EEOC. Whether the charge be race, sex, national origin, religion, color, genetic factor, disability, equal pay, or retaliation based - the edict is clear - EEOC Compliance and Training is a crucial and necessary focal point for any organization seeking not only to treat its employees fairly, but to retain hard earned revenues currently being lost through unintended penalties, fines, and settlements. Whether handled internally or through external HR Consultants, the 15 Core HR Practices below are a great start towards keeping the EEOC target off of your back.
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