大多数雇主必须遵守平等的就业机会责任。这些责任确保您不会因为员工的种族，颜色，宗教，性，国籍，年龄，残疾或遗传信息而歧视员工。

这美国平等就业机会委员会(EEOC) enforces federal laws related to workforce discrimination. The EEOC has resources where you can learn more about your responsibilities as an employer.

Your equal employment opportunity responsibilities

EEO laws apply to employers with at least 15 employees (20 employees for age discrimination).EEO compliance can result in increased employee happiness.Not following you responsibilities can lead to legal expenses.

Below are your equal employment opportunity responsibilities. Keep in mind, these responsibilities only apply to federal laws. Your state might have stricter responsibilities.

做出公平的就业决定

You should not make employment decisions based on race, color, religion, sex, national origin, age, disability, or genetic information. You should treat all your employees equally with regards to these qualities. Equal treatment applies to all aspects of employment, including hiring, promoting, and firing employees.

例子

让我们假装您有一个需要填补的公开位置。您无法拒绝特定年龄段的人的申请。您应该考虑所有申请人，尽管他们年龄很小。

合规性最佳实践

When you make employment decisions, you should carefully document why you made each decision. If an employee would ever accuse you of discrimination, you could show the documentation that explains your decision.

授予合理的住宿

员工可以要求reasonable accommodationsfor medical or religious reasons. Reasonable accommodations are modifications that you provide to employees so they can continue their work. You must provide reasonable accommodations to employees as long as they do not cause undue hardship, meaning the accommodation would cause you significant difficulty or expense.

例子

For example, you hire an employee who has diabetes. The worker needs additionalemployee breaks吃和检查他们的糖和胰岛素水平。您确定额外的休息不会导致您不必要的困难，因此您将其授予员工。

合规性最佳实践

当员工要求住宿,听them. Research the difficulty and expenses of the requested accommodations. If the accommodations are reasonable, create a plan to implement them. If the accommodations are not reasonable, document why you are unable to grant them.

工艺公正的政策

When you create policies for your business, make sure you don’t disproportionately exclude people with particular characteristics.

例子

For example, you create a dress code for your employees. The dress code prohibits any ethnic or religious attire. Your dress code could be seen as discrimination because it prevents employees from practicing their religion. If an employee asks for a reasonable accommodation, you should permit it unless it causes you undue hardship.

合规性最佳实践

创建政策时，应该记录下来。保留业务政策的好地方是员工手册。Employees should have access to the employee handbook so they can easily look up your policies. Documenting policies in an employee handbook also helps keep you accountable for your equal employment opportunity responsibilities.

Stop workplace harassment

由于种族，颜色，宗教，性，国籍，年龄，残疾或遗传信息，不应骚扰员工。如果员工抱怨歧视，也不应受到骚扰。骚扰者可以是主管，同事或客户。

例子

骚扰可能包括涂鸦，诽谤，进攻性评论，性侵犯或其他口头或身体行为。您的责任也是您的实际业务位置不会发生的骚扰，而是与您的工作场所联系在一起的。

合规性最佳实践

Create a policy that addresses harassment. Let employees know how they can report harassment. Also, develop a process for disciplining and stopping harassment. A good place to put your harassment policy is in your employee handbook.

Provide equal pay

给完成同样工作的员工。1963年《平等薪酬法》says you must pay men and women equal pay for equal work.Title VII of the Civil Rights Act of 1964说您不应将员工的工资基于种族，颜色，宗教，性别或国籍。

Instead of personal characteristics, you should base wage differences on factors of内部权益, such as seniority, merit, quality of work, education, training, and experience.

例子

想象一下，您有两名员工执行相同的任务：一个男人和一个女人。因为他们执行平等的任务，所以您应该平等地支付它们。当您设定工资时，他们的性别不应成为一个因素。

Now imagine that one of the employees receives an advanced certification related to the tasks. Because of the certification, you could justify paying that employee a greater wage. But, once again, sex should not be a factor when determining the employee’s wages.

合规性最佳实践

当您设定员工的工资时，请记录您如何做出决定。如果员工曾经指责您有工资歧视，则可以介绍您的记录。

Respond to discrimination complaints

您应该快速回应收到的任何歧视投诉。作为老板，预防和停止歧视是您的工作。

例子

例如，员工认为由于种族而收到的项目较少。员工与您谈论这个问题。仔细听取员工的投诉。评估问题。然后，迅速采取行动。实施任何必要的更改或纪律处分以阻止歧视。等待处理投诉只有更多的时间让员工受到歧视。

合规性最佳实践

You should have a policy for responding to discrimination complaints. This policy should include the disciplinary actions you will take. Also, consider creating a policy for protecting discrimination victims.

显示歧视法

All employers covered by EEO laws must hang a详细介绍联邦就业歧视法律的海报。

例子

您可能会有一个公告板或其他需要挂用的就业海报的区域。该区域将是显示歧视法的海报的合适场所。

合规性最佳实践

海报应位于员工可以看到的区域。员工在歧视方面应该知道自己的权利。海报还可以帮助您对平等的就业机会责任负责。

保留就业记录

跟随工资记录保留根据国税局的要求。您应该按照他们的指示保留所有人事记录。

例子

Records you should keep on file include applications, wage determinations,W-4 Forms，绩效评估和纪律处分。这length of time you must keep recordsdepends on the record type.

合规性最佳实践

将就业记录保持在安全的位置。这可能是一个锁定的档案柜。或者，您可以使用云软件程序以电子方式保持记录。

我们的human resources software附加组件可以帮助您运行无纸工资计划。将员工记录牢固地存储在云中。您也可以与您的员工分享重要文件。尝试在线工资单software for free, and remember to add-on our HR software.