Information is the key in the modern world. This is also true for HR professionals to be on the right side of the law. Thus, the HR professional of any company operating in the United States of America must have adequate information and training regarding the various legal compliance requirements of companies with respect to the employees. Right information and training helps HR professionals in overcoming all kinds of challenges and avoid legal tangles. Some of the many legal requirements have been mentioned here.
EEO-1
EEO-1 - Reporting - Equal Employment Opportunity -1 Reporting is a report which needs to be filed by companies annually with EEOC and OFCCP. This report enables EEOC to determine the employment pattern in a company on the basis of ethnicity, race and gender. The OFCCP uses this report to select companies for compliance reviews. The HR professionals must be aware of all the nuances of filing EEO-1 reports and the ways in which EEOC and OFCCP interpret the reports to detect workplace discrimination and determine whether or not to go for a compliance audit.
Ensuring diversity
The Workplace Diversity Program seeks to create an inclusive workplace by assimilating people of various ethnicities, races, religious beliefs, gender, economic status, language, etc. The HR professional must be able to build and assess the company’s diversity and inclusion programs, develop ways to expand the diversity in the candidates and many other aspects of ensuring diversity.
Employee benefits
An important benefit for disabled workers is called Reasonable Accomodation. Reasonable accommodation requires companies to make suitable changes in their job profiles and work environment to allow a disabled but qualified person to apply for a job and perform functions in the company without any problem. HR professionals are required under law to develop written procedures to provide reasonable accommodation.
I-9 law
I-9 law requires companies to verify the identity and work eligibility of foreign nationals before employing them. HR professionals must ensure complete I-9 Compliance to prevent fines and penalties. This is achieved by regularly reviewing I-9 documents, I-9 forms, auditing current I-9 forms of employees, etc.
EEO-1
EEO-1 - Reporting - Equal Employment Opportunity -1 Reporting is a report which needs to be filed by companies annually with EEOC and OFCCP. This report enables EEOC to determine the employment pattern in a company on the basis of ethnicity, race and gender. The OFCCP uses this report to select companies for compliance reviews. The HR professionals must be aware of all the nuances of filing EEO-1 reports and the ways in which EEOC and OFCCP interpret the reports to detect workplace discrimination and determine whether or not to go for a compliance audit.
Ensuring diversity
The Workplace Diversity Program seeks to create an inclusive workplace by assimilating people of various ethnicities, races, religious beliefs, gender, economic status, language, etc. The HR professional must be able to build and assess the company’s diversity and inclusion programs, develop ways to expand the diversity in the candidates and many other aspects of ensuring diversity.
Employee benefits
An important benefit for disabled workers is called Reasonable Accomodation. Reasonable accommodation requires companies to make suitable changes in their job profiles and work environment to allow a disabled but qualified person to apply for a job and perform functions in the company without any problem. HR professionals are required under law to develop written procedures to provide reasonable accommodation.
I-9 law
I-9 law requires companies to verify the identity and work eligibility of foreign nationals before employing them. HR professionals must ensure complete I-9 Compliance to prevent fines and penalties. This is achieved by regularly reviewing I-9 documents, I-9 forms, auditing current I-9 forms of employees, etc.
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