If one of your employees has a “typical” discrimination or sexual-harassment claim, the EEOC may investigate and not do much more, especially if your employee has an attorney. The EEOC will view that situation as one in which your employee has access to the courts.
If an employee without an attorney shows up at the EEOC complaining, the EEOC is likely to take an interest. This is especially true if the complaints involve more unique issues like Americans with Disabilities Act coverage, reasonable accommodations,or pregnancy accommodation.
So what are some ways in which you can remain compliant in 2013? Thanks for Eric B. Meyer from the Employment Law Blog, we have the following tips…
See that similarly-situated employees are being treated equally, especially when it comes to compensation.
Update job descriptions and review hiring tests to make sure that everything is job-related.
Schedule some anti-harassment training for your employees, making sure that they know how to alert you to problems in the workplace — before going to the EEOC.