EEOC & ADA Federal Law Compliance
When determining who to hire, complying with the employment laws enacted by the United States Federal Government is imperative. Although these regulations are simple to abide by, many employers have difficulty in understanding how far these laws extend.
The main purpose of passing the EEO enactments was to eliminate all unfair discrimination that occurs in an employment setting. Formed on July 2, 1965, the EEOC is a federal agency that upholds the laws against workplace discrimination. “The EEOC states that no job applicant or employee can be discriminated against because of their race, color, religion, sex (including pregnancy), national origin, age (40 or older), disabilities, or genetic information. In addition, it is illegal to discriminate against a person who has complained about discrimination, filed discrimination charges, or participated in an employment discrimination investigation or lawsuit” (eeoc.gov)
While some businesses are much too small to apply EEO laws to, most organizations are watched closely by the EEOC. “The EEOC states that most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered”. (eeoc.gov)
Many employers are hesitant in their employment decisions because of their fear of being incompliant with EEOC enforced laws. However, the EEOC encourages employers to exercise employment and management procedures as long as they are job relevant, rational, and fair. Documentation of all employment and management procedures are strongly recommended because it helps to illustrate an equitable and unbiased process.
How IntelliHire Can Help
Although it is ultimately up to you to decide who to employ, our talent acquisition platform can help you avoid discriminatory practices by automating steps in the hiring process. By leveraging automation technology, which only measures job-relevant knowledge, skills, and abilities in an objective way, unfair discrimination against candidates is far less likely to occur. With our talent acquisition platform, selection teams may use our screening and assessments apps to accurately score and evaluate each candidate based on their qualifications, aptitude, skills, and experience before they ever meet in-person.
Although IntelliHire can help your company comply with federal regulations, we encourage you to review all EEOC and ADA laws regarding employment. If you are unsure if your organization complies with these laws, we encourage you to contact the EEOC immediately to determine what steps are necessary to become compliant. IntelliHire is not liable for any biased or unfair practices that occur in the hiring process.