Compliance Resource Center

Deal­ers — Here are a few points to con­sid­er when estab­lish­ing your com­pli­ance risk assess­ment and pro­tect­ing your  deal­er­ship from EEOC vio­la­tions:

1. 33 Fla­vors: Dis­crim­i­na­tion on the job comes in many fla­vors. One fla­vor is use of crim­i­nal back­ground checks on job appli­cants. If you are, you may be vio­lat­ing the law and expos­ing your­self to severe finan­cial penal­ties. Learn more at .

2. Harass­ment Hide­outs: A deal­er­ship is espe­cial­ly prone to many types of harass­ment claims.  An audit of Equal Employ­ment Oppor­tu­ni­ty Com­mis­sion (EEOC) com­pli­ance prac­tices can reveal these risks to your rep­u­ta­tion and trea­sury. New process­es and poli­cies can pro­tect you from EEOC dis­crim­i­na­tion suits.

3. $400,000 Fines: EEOC EEOC-focused train­ing for all staff and man­age­ment is imper­a­tive. Lack of any train­ing has been viewed by Courts as an inten­tion­al vio­la­tion of the law, and often results in puni­tive dam­ages being assessed.  Be smart, and don’t wait until you’re bleed­ing from an EEOC suit set­tle­ment to make this all-impor­tant train­ing invest­ment. .

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