An EEOC Primer: A Guide to Hiring Policies

The Equal Employment Opportunity Commission (EEOC) is designed to protect employees and employers by governing hiring practices to ensure companies are not engaging in discriminatory behavior that unnecessarily targets certain groups of people. To ensure compliance, here are some things your company should know about the EEOC and your hiring process.

• Title VII of the Civil Rights Act of 1964. When considering the EEOC, this is generally what pops into mind. It protects employees from being discriminated against based on race, color, national origin, sex or religion.
• The Pregnancy Discrimination Act. Pregnant women cannot be discriminated against in the workplace, as it is a violation of the Civil Rights Act and its protection against sex discrimination.
• The Equal Pay Act. This act was passed before the Civil Rights Act, which later established the EEOC. This provides all employees doing the same work in the same position must be paid the same regardless of their gender.
• The Americans With Disabilities Act. Workers with disabilities cannot be discriminated against, provided that the employer is able to arrange reasonable accommodations. However, the employee must be able to effectively conduct the work required if these are provided.
• The Age Discrimination Employment Act. Protection for employees 40 or older is provided in this act. They must be provided with the same benefits as their younger professional counterparts.
• The Genetic Information Nondiscrimination Act (GINA). The newest regulation in the stable of protections from the EEOC, GINA prevents employers from using genetic information to discriminate against their employees. However, there are certain exemptions, so if you're concerned about this, you can read more about it at eeoc.gov.

Do you have effective policies in your company to comply with the EEOC regulations?