Audit before the Feds do!
Sometimes our clients believe that unless discrimination is blatant, there is no problem and the EEOC will leave them alone! That may be the case, but we believe in being prepared and for most organizations, doing an audit is the best way to find out what’s happening in the “trenches”. The audit makes sure you cover all the bases.
Discrimination Prevention Checklist
These are a few of the questions you should be able to answer “yes” to – the more you answer yes, the more you are doing to prevent discrimination based on race, age, religion, national origin, gender or other protected classes in your workplace in terms of hiring, promotion and terminations.
To avoid discrimination in supervisory tasks, do you:
- Keep employment decisions focused on job-related abilities and skills?
- Identify the ESSENTIAL FUNCTIONS of each job in your job description and describe them in objective language?
- Focus on an individual’s performance of ESSENTIAL DUTIES when making any employment decisions?
- Know and follow your organization’s policies against discrimination?
- Know and follow federal, state, and local discrimination laws?
- Proceed with special caution when making an employment decision affecting a member of a protected class?
- Make sure that any performance problems have been well documented?
- Ensure that you can prove that a layoff or transfer was based on a “business necessity”?
- Not make placement decisions based on appearance or other characteristics unrelated to job performance, such as being overweight or bald or for personal habits such as smoking?
- Treat older workers in a nondiscriminatory way?
- Ensure that there is no retaliation against employees who exercise their rights under the law, take authorized leave request accommodations, or complain of discrimination?