Employers are literally under siege by governmental administrative agencies. The Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance Programs (OFCCP), as well as state administrative agencies are all enforcing employment laws with unprecedented vigor.
The range of potential risk is wide. From sexual harassment, discrimination, retaliation, and wage and hour disputes, various commissions and agencies are filing claims and collecting damages at ever-growing rates. Add to those the alarming recoveries from private lawsuits and settlements and it clear that employers need a definitive plan to prevent complaints and claims.
Human Resources (HR) professionals have powerful tools in their arsenal to prevent claims in the first place, and to establish an affirmative defense should a claim ultimately be filed.
This whitepaper discusses ten practical ways that HR can prevent employment-based lawsuits and EEO claims.
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