EEO Compliance for Federal Contractors/Subcontractors

EEO Compliance for Federal Contractors/Subcontractors

Employment is the state of providing a good or service in exchange for money. The world no longer operates on the barter system and the recession makes it difficult to find and maintain a job. The same problems that existed prior to the recession exist today. Employers mistreat their employees in numerous ways, sexual harassment, unhealthy work conditions, and unsafe work conditions and including a clause in the employee contract that termination can occur without a cause. Employees need protection and a way to fight back against the unscrupulous dealings of their employers (Felsberg 2005).

In this narrative style paper we will be discussing human resource (HR) solutions, methods, and potential problems involving a plastic manufacturing company. The company has grown to be a diverse organization encompassing employees from different nationalities and ethnicities. The dilemma is the presence of a large customer which has recently acquired a Federal Contract and now desires the company to accept the position of a subcontractor. Given the lucrative nature of the agreement, the top management is engulfed in a decision to accept the contract or not. The acceptance will require an affirmative action plan and new hiring to correct underutilization.

Consequently, the HR manager must include detailed job requirements for applicants while abiding by employment laws and regulations. HR manager will also be tasked with prioritizing job training (aside from safety training), updating manager job descriptions, and analyzing the efficient way to recruit new applicants.

It is imperative to note that the United States Equal Employment Opportunity Commission is responsible for administering federal laws that prohibit discrimination against a job applicant or an employee because of race, color, religion, sex (including pregnancy and sexual preference), national origin, age (40 or older), disability or genetic information. Discriminating against employees that complained about discrimination and took action is illegal. EEOC laws cover employees ages 15 and above, for age discrimination the number begins at 20. Every situation applies, hiring, firing, promotions, harassment, training, wages, and benefits. The EEOC has the authority to investigate (fairly/accurately assess allegations) and settle any charges. The organization strives to prevent discrimination and promote education. It directs other federal agencies in the government concerning the equal employment opportunity program. The EEOC also monitors agencies for compliance with the laws.

The main priority of the HR manager is to evaluate and rewrite all out of date Equal Employment Opportunity (EEO) and American with Disabilities Act (ADA) material and brings it up to standards. Other areas that he will need to be concerned in as an HR manager would include HR planning, recruiting, compensation, training (to include sexual harassment, bullying, diversity and so forth), OSHA or health, safety and security, and employee labor laws. With such a diverse group of people employed by their organization, the HR manager would look to start with some type of diversity or team building training. As a communicating tool, the HR manager should look to update job descriptions to let his ...