The cost of legal challenges for businesses can be devastating. Businesses that conduct the old-style traditional “job interviews” without any best practices and employment screening policies — leave themselves vulnerable to lawsuits arising from poor and improper hiring guidelines.
Enter the important U.S. Equal Employment Opportunity Commission (EEOC). They enforce laws on the federal level making it illegal to discriminate against a job candidate or employee due to a person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It's also against the law to discriminate against an individual because he or she complained about discrimination, filed a discrimination charge, or engaged in an employment discrimination investigation or lawsuit. The EEOC laws are applicable to any type of work situation; hiring, firing, promotion, harassment, training, benefits and wages.
Almost all companies with 15 or more employees are covered and must comply with the EEOC laws (employers with 20 employees for age discrimination cases). The EEO process can be somewhat complicated and confusing, so it's a good idea to check with your legal counsel to help ensure compliance with the laws.
According to the EEOC:
Consistent with recent historical trends, the most frequently alleged types of discrimination are race (36%), retaliation (36%) and sex-based discrimination. (A single charge filing may allege multiple types of discrimination.) Allegations based on age-based disability (up about 10%), religion (up 3%) and/or national origin (up 5%) hit record highs. Allegations of age-based discrimination reached the second-highest level ever.
According to the EEOC, job bias charges have hit an all time high. Click here to read the article and learn some tips to help your business stay in compliance.