subject: A Busy Year For Human Resources: EEOC Claims Hit Record Levels [print this page] A Busy Year For Human Resources: EEOC Claims Hit Record Levels
As the EEOC reports record claim levels, it looks like it's going to be another busy year for human resource departments. Recovery from the recent recession is still a work in progress, so it's no surprise that the number of complaints received by the EEOC continued to climb last year. In the most recent report from the EEOC, fiscal year 2010 saw a record breaking number of claims across ALL categories. Retaliation knocked out racial discrimination as the number one claim, which, according to the EEOC,hasn't happened since it was founded45 years ago.
Loud and clear
In my opinion, it's not just the numbers thatyou should be paying attention to, butthe change in the types of reported misconduct. Discrimination of any sort is illegal, yet, all areas saw increases over the past year. Employers can't turn a blind eye to these findings. Reality has set in and employers need to take action
Here's some of my advice to employers to help them whip their companies into shape for the future:
Document everything
This point was brought up in the HR Hero article "EEOC Claims Reach Record Level, What Employers Can Do," by Wendi Watts:
"Documentation is frequently the key to a successful resolution, and the challenge for employers, especially those of you with large numbers of lower-paid workers, is to be sure that supervisory personnel keep records that support their legitimate reasons for action."
Follow the law
As an employer, compliance with the law is the bare minimum requirement. Brush up on the laws and regulations that govern your particular industry and make sure your company policies and programs reflect them. Update your policies as laws are introduced and amended. Review the changes with your employees so they know their rights as well.
Investigations aren't the end of the world
If you have taken precautions to mitigate workplace misconduct, investigations shouldn't be treated like the plague.Investigations are important in any workplaceto ensure that employees are following the rules and thatthe consequences are handed down to those who fail to do so.As an employer, you should want to be aware of issues your employees encounter because they are your most valuable assets. Correcting these issues improves the morale in the workplace and proves your commitment to your employees.
In Ontario, Canada, Bill 168 holds employers more liable than ever before when it comes to providing employees with a safe workplace, free from harm and discrimination. With these types of laws in place, it's far worse to ignore a harassment or discrimination complaint than it is to investigate it.
Employee training
Training should be continuous. There are too many employers out there that stop training employees beyond their probation period. Yes, training can become a bit monotonous and boring, but it will only be that way if you approach it that way. You don't have to prepare day or week long training seminars for your employees to deliver the information the need.
Get a little creative and get more out of your training program by combining different methods to mix it up for your employees. Make references to situations that are relevant to your employees and don't be afraid add some pop culture into the mix. Videos that are interactive or have a comedic edge to them go over well in most organizations because they get people talking. Even simple conversations with your employees about harassment and discrimination can make a difference. Break from tradition and test the waters when it comes to training.
