The responsibility of the EEOC, which is Equal Employment Opportunity Commission is to enforce the law, rules, and regulations in relation to equity in the workplace. In this paper, I am a human resource professional, and I am preparing to train the line supervisors on their responsibility to make sure that they are staying within the law and regulations of the EEOC.
When hiring for job positions or firing employees for things that they are doing on the job, there are many rules and regulations that has to be following, to ensure that the appropriate course of action is being taken. There are many decisions that has to be made to avoid litigations, substantial fines, or accidents that can harm the business.
With the appropriate compliance training, this can be avoided. With the proper compliance training the employee and the supervisors can be instructed about all the laws and regulations that applies to them and the work that they are doing in the business. Many employees and managers are not aware of all the rules and regulations that goes along with the work that they do on a daily basis and don’t know what the impact is on how certain circumstances are to be handled. The compliance training will help the business and employees react appropriately when a situation comes up, stay safe, and avoid making any type of mistakes in the business.
There are many areas that are covered in compliance training, such as privacy, safety, family medical leave (FMLA), transportation, overtime issues, sexual harassment, discrimination, and accommodations for employees who has disabilities. The type of training that the managers and employee receive and the timeframe of the training depends on the kind of business the organization has and the specific jobs that they are required to do. Compliance training can be used to help decrease and avoid unnecessary issues to the business. The influence that the EEOC has on the way an organization operates is a positive influence.
The EEOC job is to enforce any laws that are in relation to discrimination on the employees based on the race, religion, color, national origin, sex, age, genetic information or disability. The first influence is the limitation and direction that is imposed by the Administration and Congress, which explain the main changes of the EEOC operations of enforcement over a period of time (EEOC, 2013). The main methods that are employed by the EEOC in the inception because it is what is permitted by the law are education, outreach, conciliation, and technical assistance.
The EEOC achieves an integrated approach that links each of the activities to adjust to new and innovative programs, such as mediation or alternative dispute resolution, which has become a very effective tool that is used to resolve any disputes in the business (EEOC, 2013). The second influence is that it encourage thorough investigations and systemic lawsuits of class members effected. Another influence is the need to find any issues, concerns, or problems in relation to the operation of the agency. The strength of the EEOC has helped greatly in the ability to rise all of the challenges and should continue to focus on the main values of fairness, efficiency, effectiveness, and civil rights that is enforced in all organizations (EEOC, 2013).
The role that the HR plays in making sure that compliance to labor laws and regulations are to help the business in the area of managing the compliance with all the main human resource, employee benefit regulations, and compensation that the business recognize. The human resource is responsible for managing operational critical performances and liability by the employees and each of the other members in the organization. The human resource department has to inform to the fullest o the relevant compliance, ethics, and responsibilities of the company.
The human resource department is to recognize all the behaviors of the contactors and employees with may cause an exposure to the management team or the company, understand how and when they are supposed to report to the legal counselors or compliance officer for investigation, and have a clear understanding as to how and when they need to document the efforts for managing responsibilities, which assist in gaining evidence on the efforts of compliance that is needed to promote the abilities of the organization or the management team. The implication on HR policies of 2 of the labor laws or regulations that were implemented in the last 10 years are wage and child labor laws.
The wage law states that employees are entitled to a minimum ways of no less than $7.25 per hour, which became effective on July 24, 2009 and overtime pay at a rate of no less than one and one half of the regular pay rate after 40 hours. The child labor law states that no minor under the age of 16 can be employed, permitted, suffered or in connection with any occupation at any time.
ReferencesCliff notes (2013). HR Management: Laws and Regulations. Retrieved from http://www.cliffsnotes.com/study_guide/HR-Management-Laws-and-Regulations.topicArticleId-8944,articleId-8892.html Compare Business Products (2013). Use HR Effectively to Ramp Up Effectiveness of Compliance and Risk Management Efforts. Retrieved from http://www.comparebusinessproducts.com/briefs/use-hr-effectively-ramp-effectiveness-compliance-risk EEOC (2013). 35 Yeas of Ensuring the Promise of Opportunity. Retrieved from http://www.eeoc.gov/eeoc/history/35th/history/