What best practices can help avoid discrimination or limit liability with regard to terms and conditions of employment?
As part of its continuing efforts in technical assistance, outreach, and education the Equal Employment Opportunity Commission established a task force to examine private sector best practices in EEO policy, programs and practices. The task force's report, released in December 1997, is intended to facilitate voluntary compliance through the examination of business polices, programs, and practices that will be useful to employers in structuring systems and policies that are consistent with their business priorities as well as with their EEO obligations and diversity objectives.
The task force did not endorse any particular policy, program, or practice. It's goal in identifying practices currently being implemented by employers was to disseminate information about practices that are likely to promote voluntary compliance with the EEO laws. Initiatives reviewed by the task force include family and work-friendly policies; disability and religious accommodation; anti-harassment training, prevention, and procedures; anti-discrimination training, prevention, and procedures; and pay equity evaluations and adjustments.
A best
practice should create a work environment where employees are significantly assisted in being able to achieve their full potential within the organization. Criteria to look at include how the employer maintains a good work environment, employee support services, and employee satisfaction.
Best practice ideas for working conditions
Steps to consider that will help to avoid discrimination or limit liability in implementing initiatives dealing with terms and conditions of employment include:
Establish a policy, including criteria, procedures, and individual responsibilities, that delineates the equal employment opportunity aspects of the terms and conditions of employment.
Engage in short-term and long-term strategic planning:
Identify the applicable barriers to equal employment opportunity;
Define the goals;
Make a road map for the implementation of the goals and initiatives.
Monitor compensation practices and performance appraisal systems for discrimination.
Ensure that employee compensation is linked to performance and skills.
Support family-friendly policies, including day care, elder care, employee assistance programs.
Support work-friendly policies, including flexible hours, alternate work schedules, work at home, job sharing, part-time job opportunities, liberal leave.
Establish and enforce a zero tolerance harassment policy.
Establish and enforce an anti-discrimination policy.
Provide guidance and training for managers and employees in support of both policies.
Proactively support reasonable accommodation in the workplace:
Eliminate practices which exclude or present barriers to minorities, women, persons with disabilities, older persons, or any individuals.
Assist interested employees with retirement planning.
Link management pay to the contribution they make to ensuring a discrimination free work environment.
<p>As part of its continuing efforts in technical assistance, outreach, and education the Equal Employment Opportunity Commission established a task force to exami</p>
What best practices can help avoid discrimination or limit liability with regard to terms and conditions of employment?
/resources/qa/what_best_practices_can_help_avoid_discrimination_or_limit_liability_with_regard_to_terms_and_conditions_of_employment.aspx
12212
none