Jan 22, 2015 · BUS 335 Week 5 Quiz 4 Question 1 4 out of 4 points Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC? Answer Selected Answer: Correct Answer: "Applicants must be enthusiastic and willing to …
Aug 03, 2015 · Question 11 4 out of 4 points Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC? Answer Selected Answer: "Applicants must be enthusiastic and willing to take risks." Correct Answer: "Applicants must be enthusiastic and willing to take risks."
Of course, without any of the documentation or policies referenced earlier in place, responding to these requests will be much more difficult and time consuming. As part of the process, the EEOC may conduct its own interviews of relevant parties. Failure to comply with or facilitate any part of this process means risking an unfavorable outcome.
Mar 01, 2015 · Question 6 4 out of 4 points Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC? Answer Selected Answer: Correct Answer: "Applicants must be enthusiastic and willing to take risks."
If the EEOC determines that an employee has been the target of discrimination or harassment, the agency’s objective is to put the victim of discrimination in as close to the same position – in terms of the job and salary – as they would have been if the discrimination had never occurred.
When a complaint is filed with the EEOC against your company, the agency will notify you and provide you with basic information about the nature of the complaint, as well as options for how you can respond.
If they don’t handle these issues appropriately and put preventative measures into practice, you won’t be able to convince the EEOC that you’ve done all you can to prevent discrimination. According to the EEOC, once an employee informs a manager of discrimination, it’s the same thing as informing the company.
Retain all payroll records for three years. Maintain files on any employee benefit plans, such as pension and insurance plans, and any written seniority or merit system for the full period the plan or system is in effect, for at least one year after termination.
Similarly situated means the employees are on the same team, occupy the same role or have the same amount of tenure, for example. Again, you may mitigate risks by writing down your HR policies, including them in your employee handbook, and providing proper, regular training.
It’s harder to defend your company against a workplace discrimination complaint if you can’t demonstrate that anti-discrimination is a priority and explain in detail what you do to stop discrimination when it’s identified.