EEO laws Importance

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The Committee on Equal Employment is relevant as it enforces federal labor equality regulations. EEOC is useful when it pursues grievances related to recruiting and firing practices on the basis of the colour, race, age, sex and/or disability differences of individuals. Both Executive orders in relation to the EEO and the reporting principle have also strengthened the advantage of avoiding any sort of workplace peer-to-peer bias. In addition to preventing discrimination between employers and employees, the EEOC is also critical in preventing discrimination among employees. Through the federal rules, the employees are made to understand that equal employment opportunity within the workplace is a standard that all workers must follow without any exception (Bagenstos, 2017). Therefore, the EEOC has the potential of actually helping with compliance by assisting firms in putting measures into place to ensure that the comply with federal guidelines.

An improved workforce is also a benefit arising from the establishment and implementation of the EEO laws within organisations. Apparently, the company is obliged to employ candidates on an equal basis while focusing on their skills and competency to establish the candidates who seem to be best fit for the position. Discriminating against the applicants based on race or gender to offer employment would put a company on the wrong side of the law after the violation of the EEO laws. Other than serving as an investigative body, the EEOC also outlines training materials for employers on equal employment opportunities that are in line with federal laws.

Violation of EEO laws

There are several instances where companies have violated the EEO laws. For instance, in 2015, companies such as Skanska USA building was charged for going against the EEO law after engaging in instances of sexual harassment. The company was found guilty of the presented violation and was later forced to settle the racial harassment lawsuit by paying a fine of $95,000. Taking a close look at the EEOC’s suit, it is apparent that the Skanska firm violated the federal law by permitting the members of its workforce to subject a section of the workers, from the black ethical community to work as buck hoist operators. The presented aspect contributed a racial harassment after they complained that the company was engaging in misconduct.

EEO Report

The EEOC gathers workforce data from the employers who have more than 100 employees working for the organisation. The EEO report should be filed by the employers. In support of this, Walters and Szafran (2016) outlines that the employers who have achieved the reporting thresholds have the legal obligation of offering the workforce report data at all times since the process is not voluntary. The presented report should be filed within a specific timeframe. Evidently, the report should be field on a biennial basis after a survey is conducted in the firm to confirm if the company is abiding by the set EEO guidelines. The report is expected to contain various important data such as the data about the gender of the employees within an organisation. Information about the race and ethnicity alongside other forms job grouping. Through the outlined data, it is possible to draw an assumption on the company’s ability to abide by the set EEO data.

References

Bagenstos, S. R. (2017). The EEOC, the ADA, and Workplace Wellness Programs. Health Matrix: Journal Of Law-Medicine, 2781-99.

Walters, L. J., & Szafran, D. J. (2016). "Gating" Through Wellness Programs Under Proposed EEOC Regulation. Florida Bar Journal, 90(4), 40-43.

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