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EEO Compliance Violations

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The federal employment discrimination laws depend on the willingness of employees and applicants to challenge discrimination without fear of punishment

Individuals rely on the statutory prohibitions against retaliation, also known as “reprisal,” when they complain to an employer about an alleged equal employment opportunity (EEO) violation, provide information as a witness in a company or agency investigation, or file a charge with the Equal Employment Opportunity Commission (Commission or EEOC).

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Public policy regarding equal employment opportunity (EEO) is expressed in constitutions and more particularly in anti-discrimination laws. In the United States, these laws exist at the federal, state and local levels. EEO laws vary greatly from one place to another in terms of employers or other entities they cover, the particular classes of persons they protect, the transactions they regulate, and the type and extent of legal remedies they provide for. The philosophical concept of EEO arises, at least implicitly, whenever employers engage employees. The methods a government uses to regulate equal employment opportunity are another manner

U.S. employers operating abroad and foreign employers operating in the United States must be mindful of relevant EEO requirements. Employers in other global contexts also need to know what standards govern their practices. U.S. EEO laws are applicable to numerous employer actions, and HR professionals should be fully aware of their broad reach. A body of effective best practices was developed to reduce EEO complaints and to manage them effectively when they do occur.

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Experts believe that racial discrimination in employment is still a widespread phenomenon in the US even after the introduction of EEO laws and the establishment of various government agencies charged with the responsibility of stamping out the vice in both public and private establishments (ASA, 2002, para. 2)

Indeed, some experts argue that EEO laws have only served to complicate matters for vulnerable groups since racial discrimination is now practiced in a secretive and sophisticated manner. In 2002, the Fair Employment Practices Commission (FEPC) sitting in Washington DC revealed that prospective employees of black origin face discrimination in 20 percent of the job interviews attended (ASA, 2002, para. 3). Some American organizations are known to spend millions of dollars to conceal racial discrimination. Such organizations are always at the forefront in explaining the strategies and procedures put in place to curtail the vice yet they go ahead to create sophisticated channels that enable the organizations to successfully manoeuvre and disregard the EEO laws without blowing their covers.

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All things considered, hiring quotas are illegal and cannot be imposed on an employer by normal AA law. Companies set their own numerical goals. Fourth, AA doesn’t dictate the lower standards. Fifth, stigma is manageable. Finally, AA is not reverse discrimination. The two main problems with implementing AA are poor HR planning, and too few and weak penalties for failing to achieve the AA goals. It’s, however, clear that AA is still essential, hate crimes are still a problem, and intolerant groups still exist.

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American Sociological Association (ASA). (2002). Illegal job discrimination persists in the US workplace as affirmative action weakens. Web.

Buckley, J. F. (2004). Equal employment opportunity compliance guide 2004. New York: Aspen Publishers, Inc.

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