Are You Down With EEOC? – How To Be An Equal Opportunity Employer

Often times, we use this blog to write to individuals suffering from discrimination, consumer rights infringement, and personal injury. We often focus on the bad items employers may inflict on employees, but not every employer is discriminating against different employees. In fact, most employers strive to make sure they continually work within Equal Employment Opportunity Commission, or EEOC guidelines, to be an equal opportunity employer.

EEOC 101

Creating in 1964 – the US Equal Employment Opportunity Commission was initially built to be an enforcement arm for the Civil Rights Act. The EEOC works to fight any and all discrimination in the workplace by taking complaints from employees regarding any possible discrimination. The EEOC also tracks hiring data.

Are You Down With EEOC?

Any and every employer down with EEOC agrees to not against any employee or applicant during the hiring process. The employer agrees that discriminating against an employee or applicant on the basis of race, religion, sex, age, or disability is not acceptable or allowed. Any employer agreeing with the above will be defined as an equal opportunity employer, or down with EEOC.

How To Be An Equal Opportunity Employer

To avoid the Equal Employment Opportunity Commission, most companies strive to be an equal opportunity employer and stay EEOC complaint. If your company is unsure how to do so, we want to offer a quick guide.

If your company works with federal government contracts that are over $50,000 or works with federal government contacts and has over 50 employees – you will need to file an annual EEO-1 report. If your company has over 100 employees, you will also have to file an EEO-1 report. The EEO- 1 report requires employers to record all hiring data by job category, along with the race, gender, and ethnicity of all applicants. This can become a tedious process.

The easiest way for employers to manage the EEO-1 report is to attack discrimination and reporting proactively. Don’t leave any Equal Employment Opportunity Commission compliance issues to chance. Your company needs to be tracking, storing, and analyzing every piece of applicant and recruitment data to ensure your EEOC compliance. Make sure you’re storing disqualification reasons as well. Hiring managers may not want to provide reasoning, but your compliance department will thank you.

Once tracking is covered, you’ll want to provide diversity and discrimination training for all employees, especially those in hiring and human resources. EEOC compliance can be tricky. Make sure your employees understand the in’s and out’s of the Equal Employment Opportunity Commission’s rules and functions.

The Best EEOC Lawyers In Kansas City

Even if a company strives to be compliant – it only takes one bad apple to discriminate. Discrimination does happen. If you’ve been discriminated against during the hiring process or while working for an employer then you need to work with an Equal Employment Opportunity Commission Lawyer.

If you’re in need of an EEOC lawyer in Kansas City, we hope you’ll contact us. Here at Hollingshead, Paulus, and Eccher Trial Lawyers, we strive to be the best Equal Employment Opportunity Commission lawyers in Kansas City. If you are dealing with any issue involving an EEOC lawsuit, please reach out today. We are here to help.