MRS HR BLOG

MRS HR,LLC provides useful and factual information for you and your business. This is not legal advice.

4 of 8 Tips to Keep You From Becoming an EEOC Statistic

Review disciplinary and termination actions before implementing them. Involuntary terminations should be reviewed before implementation by the HR department or someone at least one level of management above the immediate supervisor to ensure that discharge is the appropriate course of action.

3 of 8 Tips to Keep You From Becoming an EEOC Statistic

Make sure that managers follow your policies and procedures consistently. You do not necessarily have to treat every employee exactly the same, but you should treat “similarly situated” employees (those with similar jobs, performance histories, and length of employment) as consistently as possible, or have business-related reasons for inconsistencies.

2 of 8 Tips to Keep You From Becoming an EEOC Statistic

Make sure that managers follow your policies and procedures consistently.

You do not necessarily have to treat every employee exactly the same, but you should treat “similarly situated” employees (those with similar jobs, performance histories, and length of employment) as consistently as possible, or have business-related reasons for inconsistencies.

1 of 8 Tips to Keep You From Becoming an EEOC Statistic

Implement strong EEO policies and procedures. While simply having an EEO policy is not enough (stay tuned for the next seven tips), you still have to make sure that you specifically state your organization’s commitment to equal employment opportunity for applicants and employees.

Your policy should include all federal employment laws that cover your organization as well as any state and local EEO obligations. Currently, federal law prohibits discrimination based on race, religion, color, sex, age, national origin, disability, military status, and genetic information. State laws often cover other categories as well, such as marital status and sexual orientation.

Train supervisors and managers to make decisions based on performance, skills, and experience, but not on group stereotypes.

Pay special attention to your hiring, discipline, and termination processes. For example, review application forms and train interviewers about inappropriate questions; discipline consistently; and follow specific termination procedures to ensure good decisions.

1 of 5 Reasons Not to Prohibit Dating

#1 - Difficult to enforce rules that apply to off-duty conduct

You will find it very difficult to enforce any rules that apply to off-duty conduct. It is hard enough to enforce employee behavioral rules that are directly related to work performance without trying to implement rules dealing with employees’ dating habits.