The EEOC handled 99,947 charges in fiscal 2011 – an all-time record for the agency.
They recovered approximately $365 million dollars for claimants (nearly as much as the EEOC’s fiscal year 2011 budget).
While I appreciate the work the EEOC does, I don’t want any of my clients to experience the agency’s efficiency first hand.
To avoid problems with the EEOC, audit your employment policies and practices to ensure that they are not discriminatory. Even though many employment laws have been around for decades, many employers still don’t understand them (although many believe, erroneously, that they do.
The laws that govern discrimination are relatively straightforward and organizations are required to understand and follow them. Many organizations don’t know that their actions are discriminatory. It is often best to get the objective opinion of an outsider to ensure that your organization truly is compliant. Additionally, an outsider will often be able to suggest ways to save costs, improve compliance in cost effective ways. Get an HR compliance audit to determine where you stand. Fix what needs to be fixed, if anything, and you can stop worrying.
HR audits and the compliance action plans that are developed from them are affordable by all size organizations and many, many times less expensive than disputing a claim with the EEOC.
PGPI has over a decade of experience doing HR Audits and Compliance Action Plans. If you don’t use us, please use someone. Start 2012 off right, call a provider today.