Managing Equal Opportunity Employment (EOE) Compliance

Managing-Equal-Opportunity-Employment-EOE-ComplianceCompliance of any kind is typically a necessary evil, especially in terms of federal or state government issued compliance terms. Laws change (often rapidly) as case precedent develops in regards to fields such as equal opportunity employment, or EOE Compliance.

How can a business successfully manage the requirements set out by the Equal Employment Opportunity Commission, without dedicating an entire HR professional to such a task?

Simple - ensure success from the onset of tasks, rather than cross-checking or referencing during a proofing stage to ensure compliance.

If the tools and systems that are used to onboard new employees are designed for and capable of not only EOE but other compliance standards such as privacy and the sub-acts that comprise the EOE standards, then the system takes on the majority of the weight required.

Now, this can be done in very simple terms, such as checks and balances and approval steps built in to the way onboarding is processed.

For example: when making the transition from "applicant" to "hired", a screen could pop up prompting an HR worker to check a box, ensuring that the employee was offered or declined based on acceptable criteria.

This is similar to how phone operators are presented with prompts to ensure that the person on the other line has or hasn't agreed to be sold things, etc. It's a reminder, but it isn't fool proof. It still banks a human worker being honest and diligent at all times. Even the best worker is going to be running late or have a rough workload where they simply click through without reading, or accidentally.

Why not create a system for onboarding that begins with the application?

By using an online form for an application, information can be collected directly from the candidate, and in the exact same manner for each candidate. It can then be reviewed by certain criteria first, or potentially with or without excluding certain purely information fields.

Workflow automation can even route this document, sans the fields that should be redacted from certain decision making eyes, to the person in the decision making role.

So while information is acquired, a system is in place that doesn't allow for anything other than impartial and wholly EOE compliant hiring right from the start. This is beneficial to the HR workers, the potential employees and job candidates, and the company as a whole.

You can even consider that this will save the company money by removing redundancies but still avoiding future legal issues for an inappropriate hire or dismissal. In addition, efficiency is increased by the automation potential of the online forms, allowing you to bring employees on faster and let human resources get back to their other tasks.

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