As a small business owner, you juggle many things every day. You deal with customer concerns, business growth, development, and budgets, just to name a few. Often, you don’t think about compliance.
Today, we will cover the 10 quick tips that the U.S. Equal Employment Opportunity Commission (EEOC) wants you to know.
- Look at the facts, not the faces. Race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability age (40 or older), or genetic information (including family medical history) should NOT be a factor when you hire, fire, promote, pay, train, discipline or make other work-related decision.
- Provide reasonable accommodations (changes in the way things are normally done at work) to applicants or employees who need them for medical or religious reasons, if required by law.
- Develop a strong anti-discrimination policy before discrimination becomes a problem.
- Ensure that employees understand their rights and responsibilities at work.
- Be alert to potential harassment or discrimination. Stop, address, and prevent harassment and discrimination.
- Ensure that employees are not punished for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination.
- Post an EEO poster at your business.
- Keep employment records as required by law.
- File an EEO-1 Report if you have 100 or more employees. Some federal contractors with at least 50 employees must also file this report.
- Contact the EEOC to request assistance, information, or training.
These 10 quick tips are a lot to digest and can be overwhelming. Not to worry, Mirror Coaching is a human resource consulting and coaching firm. We are here to help you understand and manage through compliance with Federal, state, and local laws.
Need to learn and know more? Contact Mirror Coaching to be a part of your team to answer your questions and support your business. Feel free to schedule your call.