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Jennifer Moore

5/29/2013 6:02:43 PM

What I think may be happening here is that there is no communication and should be more training involved on how things work. Everyone needs to work together at all levels to ensure that the company is maintaining retention with their employees. If they are not, then there needs to be some type of intervention modification put into place. There can be many reasons as to why turnover is happening. It could be the economy, or people looking for jobs with more pay. Another is the performance of the organization itself. For example, if the economy is bad there could be talk of impending layoffs. Unrealistic expectations of the job, are they asking too much or too little? Organizational culture is another issue that may be what is wrong (SIGMA, 2012). If there were no strength in leadership or reward system, how would a company expect good retention? The company needs to be committed to its employees. If the company is not showing development of shared goals and other issues then how do they expect to keep employees? Many factors come into play here. If the organization is not communication among HR with each other, where is the control? Something has to be wrong in the managerial department. Employees are not in control of their environment, only their position. If there were no quality management then I would expect a high turnover rate.

Having the HR department in the main office would be a great idea. Human resources play an essential role in developing a company's strategy as well as handling the employee-centered activities of an organization (Mayhew, 2013). Their job(s) to carry out are:

1.      Human Capital Value 2.      Budget Control 3.      Conflict Resolution 4.      Training and Development 5.      Employee Satisfaction 6.      Cost Savings 7.      Performance Improvement 8.      Sustaining the Business 9.      Corporate Image 10.  Steadfast Principles (Mayhew, 2013).

These above are the functions that should be carried out by both the supervisors and other line managers. In addition, the HR’s job is to ensure that all employees are performing at their best capacity. That they hire the right person for the job duty, so that they do not experience high turnover. As well as, make sure that their employees who are doing their overall best, and to ensure that all employees are safe. Finally, to give the right amount of training needed, committing to fair labor practices (Dessler, 2011).

Jen 

References

Dessler, G. (2011). A Framework for Human Resource Management. Upper Saddle River, NJ: Prentice Hall.

Mayhew, R. (2013). Ten Reasons Why the Human Resources Department Is Important. Retrieved May 29, 2013, from Chron.com: http://smallbusiness.chron.com/ten-reasons-human-resources-department-important-25554.html

SIGMA. (2012). Overview of Employee Turnover Research. Retrieved May 29, 2013, from SIGMA Assessement Systems: http://www.sigmaassessmentsystems.com/articles/empturnover.asp

Respond

RE: Jack Nelson's Problem

Instructor DeYoung

5/30/2013 5:29:59 AM

performance appraisal

training, coaching and guidance

employee engagement (involvement and communication)

openness – how easy is it for employees to discuss matters with their front line manager

work-life balance

recognition – the extent to which employees feel their contribution is recognized.

The above listed practices are undoubtedly an important aspect of management and HR -- which brings to the discussion an important point: HR is a managerial function. Even when a formal HR department is in place, many issues can best be addressed at the managerial level, where the problems occur and can be immediately addressed. Your thoughts?

Respond

RE: Jack Nelson's Problem

Jennifer Moore

5/31/2013 10:23:08 AM

Hello Professor DeYoung, The managerial functions are all about controlling, planning, directing, staffing, and organizing. HR should induce a plan or an objective that deals with any kind of situation so that they are prepared for it. It is a upward continual process that requires steps. HR needs to establish and prioritize goals, inventory and assess resources. In Addition, identify and analyze alternatives. Finally, select those alternative(s) that most nearly achieve all goals and objectives set. Having a strategic plan will enhance effectiveness for any improvements if needed (Basu, 2013). I think that all businesses should have Human Resources available for all facilities. It important to understand the difference between the functions of  a manager in HR over their skills in HR. They work together, but are not the same (Basu, 2013).     Jen References

Basu, C. (2013). The Difference Between Managerial Functions & Managerial Skills. Retrieved May 31, 2013, from Chron.com: http://smallbusiness.chron.com/difference-between-managerial-functions-managerial-skills-35683.html

Respond

RE: Jack Nelson's Problem

Instructor DeYoung

5/31/2013 12:21:13 PM

Jennifer, I appreciate the response.

Cynthia Brown

5/30/2013 7:26:01 AM

1. What do you think is causing some of the problems in the bank’s home office and branches?

There are many factors that are causing the problems in the bank’s home office and branches. The first I would address is organization. It is obvious that there is no “rhyme or reason” to the structure of hiring.

In any agency that I have been hire for or been involved with the hiring process I have always experiences certain steps that need to be followed before the employee can begin working or even step foot onto the floor where they will be performing their responsibilities.

“ Human resource management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees”(Dessler, 2011)

Another factor that plays a part is communication. It doesn’t seem as though the supervisor’s have a proper chain of communication if she is addressing an issue with a new board member while he is visiting.

2. Do you think setting up an HR unit in the main office would help?

I absolutely believe that having an HR unit in the main office would help. It would allow all employees to know where they need to go for any HR issues. Human resources is present and uses to maintain fairness, equal opportunities and to ensure a positive work place.

Employees need to know that there is somewhere they can go if they have to report a grievance or where they can retain advice or guidance on insurance, workplace harassment or other positions.

3. What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers?

I feel that an HR unit should take care of all functions that are needed up to the point where the individual is ready to start working. There is so much paperwork that needs to be completed that may even be confidential that an employee needs to complete before beginning their work. Once the paperwork; insurance, emergency contacts, health insurance, background checks etc. are completed then the employee can then be released to the supervisor who will be responsible for providing the training needed to complete their job responsibilities. The HR personnel should also be responsible for offering different trainings, education and tools that will give the employee the motivation needed to be successful within the agency or company.

“Human resource departments should be aligned with the goals and strategies of the organization, and performance is the primary means by which the goals and strategies of organizations are realized, the department should be primarily concerned with improving performance at the organization, process, and individual levels”(Swanson, & Arnold, 1996, p. 16)

The supervisors and line managers need to be knowledgeable of the HR responsibilities and be aware of what situations need to be addressed by the HR department and which ones need to be directly addressed by themselves. The supervisors and line managers should play a role as back up to the HR department and ensure that all policies and procedures are being followed. Their main responsibility should be ensuring the staff are carrying out their job duties and doing it correctly.

Swanson, R. Arnold, D.(1996) The purpose of human resource development organization performance. Minnesota: Jossey Bass.

Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Stacey Trumble

5/30/2013 10:38:05 PM

Jack Nelson’s problem

 What do you think is causing some of the problems in the bank’s home office and branches?

When looking at the overall picture of the bank structure, the problems could stem from:  Lack of logistics, human services management, organization, delegation, and communication. In many companies they have “done it this way” for so long, it is difficult to let go of the reins, and allow the Human Services department to do their job if they have one, or put one in place in the case that they don’t. When a company is first organized as in the case of the bank, they may not have had very many employees, and therefore didn’t feel the need for Human Services, but as the company grew they are now in the position to require a Human Resources department to give continuity to the entire job and training process. The fact that there is a high turnover rate, gives credence to the fact that they are not meeting the needs of the employees, and they have room for improvement

Do you think setting up an HR unit in the main office would help?

By having an HR unit in the main office, it would allow a central hub or nucleus for all of the personnel issues, trainings, and operations.  Because there are many different styles of training and supervision by leadership, it is important to incorporate a management system like human resources to provide the continuity necessary to keep the company running smoothly that specifically handles the employee operations. By having an HR in the main office the personnel issues can be handled in a confidential and professional manner, and also offers a confidential environment for employees to handle grievances or work related issues. If there was a HR department, it would not be necessary for the supervisor to discuss job related issues with a board member, the board would already be made aware of any issues that pertained to them by the HR office.

.

What specific functions should an HR unit carry out?

The HR department can carry a large load of the everyday operations of the company. They do however have specific job requirements that include but are not limited  to: Planning directing, and coordinating the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees..(Gov, 2012) The HR department is an important asset to an organization because they allow the management to do their jobs, while HR handles the everyday operations and personnel issues.

[The most common Human Resource jobs that are grouped in the Human Resource Department are the Human Resources Director, Human Resources Generalist, and Human Resources Assistant. Additionally, some organizations have a Vice President of Human Resources and employees who are organized around providing a specific component of Human Resource services including: Compensation, training, organization development, and safety. These departments help to provide effective policies, procedures, and people-friendly guidelines and support within companies. Additionally, the human resource function serves to make sure that the company mission , vision , values or guiding principles , the company metrics, and the factors that keep the company guided toward success are optimized.] (HR, 2013)

 What HR functions would then be carried out by supervisors and other line managers?

One of the key skills of supervisors and line management is they are able to understand the importance of delegation in the operation. While they work hand in hand with the HR department they also possess the capabilities of being well-trained managers that exert leadership by creating an environment in which people can reach their personal goals. Working together in groups, theycan reach their objectives and simultaneously accomplish personal goals.(Heinz, 1979) Supervisors that try to ‘micro manage” every operation often cause dissention in the organization, because employees can feel threatened, and not rewarded in their jobs, and the HR department can feel undermined. It is important that all of the personnel have well defined job requirements, and the supervisors and managers are able to concentrate on the profits of the company, and their defined roles in the operation.

References:

Dessler, G. (2011). A Framework for Human Resource Management. Upper Saddle River, NJ: Prentice Hall.

Heinz, W.(1979) The Management of Human Resources . Arizona Business26. 6 (June/July 1979): 17. Retrieved from: http://search.proquest.com.proxy-library.ashford.edu/docview/208829068?accountid=32521

Human Resources Managers - Bureau of Labor, 2012 retrieved from:

www.bls.gov/ooh/management/human-resources-managers.htm

HumanResources: retrievedfrom:humanresources.about.com/od/glossaryh/f/hr_department.htm

Nicole Fuller

5/31/2013 9:29:49 PM

1. What do you think is causing some of the problems in the bank’s home office and branches?

The main factor in this case study is that the bank’s home office is lacking HR management functions, the home office need to assign a liaison in each branch office to coordinate with the home office.  The bank office is in desperate need of a human resource management to execute HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims (Dessler, 2011).  The role of an HR strategist is to identify external opportunities and staffs strengths and weaknesses (Dessler, 2011).

“Human resource management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees”(Dessler, 2011). The bank home office must have a strategic plan to hire not only line managers, but also staff managers to execute the new policies and implement the goals of the branches.

2. Do you think setting up an HR unit in the main office would help?

In order for the bank home office and branches to succeed an HR unit is needed to ensure quality and productive staff. The staff will need direction from authority other than leadership. Line and staff HR managers are needed to implement and maintain an ethical and diverse environment an in main office and branch offices.

As a former HR coordinator the function of the HR department is well needed because of the confidential matters, that each employee has that should not be addressed directly by their immediate direct report.

3. What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers?                                                                                                                                                           The role of a HR unit is vital because the HR supervisors and line managers will carryout HR functions that typical managers cannot handle, such as conducting personnel evaluations, hire and retention, onboarding processes, FMLA, health benefits, employee development or training, orientation, and other important polices that will affect employees.

An employee need to feel supported and the HR unit can make sure that all employees will be  satisfied under the HR policies without theses functions in place leadership and employees will be in disarray which will lead to an dysfunctional organization.

Reference: Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Respond

RE: Jack Nelson's Problem

Instructor DeYoung

6/1/2013 5:29:32 AM

Undoubtedly, a new HR unit could develop a central employee orientation and training program for all branch employees to go through, thus allowing a continuity between the offices. A training program is necessary so that employees can start their jobs with an understanding of their job roles and functions (Rabinowitz). This would certainly lead to employees being more knowledgeable about the job and its duties/functions and most likely increase job satisfaction and retention. Rabinowitz, P. (2012)Developing Training Programs for Staff. Retrieved from: http://ctb.ku.edu/en/tablecontents/sub_section_main_1105.aspx

Cynthia Brown

5/30/2013 3:30:21 PM

Our company is in New York City. We now have only about five employees and are only planning on hiring about three or four more. Is our company covered by equal rights legislation? (Hint: Does the government’s Web site provide any clues?)

The company is not covered by equal rights legislation but would be covered under the proper State or Local entity in charge of EEOC complaints and litigation. The EEOC has a mandate that stipulates the terms of organizations which correspond to the requirements as described in the EEOC manual (www.eeoc.gov). “Most state and local laws cover employees not covered by federal legislation (such as those with fewer than 15 employees).” (Dessler, 2011, p. 42).

Were we within our legal rights to ask the possibly age-related and substance abuse–related questions? Why or why not?

A law is not put in place to prohibit an organization from asking a person their age. Some may feel that it is unprofessional if it is asked. Discrimination based on age is prohibited and questions regarding a person’s abilities based on their age could cross the line if not properly navigated. They are able to ask his age but to not hiring him based on his age is clearly discriminatory.  “The Age Discrimination in Employment Act (ADEA) of 1967, as amended, makes it unlawful to discriminate against employees or applicants for employment who are 40 years of age or older, effectively ending most mandatory retirement.” (Dessler, 2011, p. 32).

Did Dan and Alex create a hostile environment for Ruth? Why or why not? How should we have handled this matter?

A hostile work environment occurs when an employee is fearful to participate in the workplace for fear of retaliation, harassment, or another type of abuse. Dan and Alex may not have been acting professional, and it could have led to a hostile work environment. Ruth did the right thing by reporting the behavior to her supervisor. She obviously did not feel comfortable with her co-workers behavior because she we seen “cringing”. “The harassers themselves sometimes don’t even realize that their abominable behavior is offending others.” (Dessler, 2011, p. 37). It lies on a personal belief on what is a hostile environment but the agency needs to outline exactly what they believe is a hostile work environment.

What have we been doing wrong up to now with respect to EEO-related matters, and how do you suggest we rectify the situation in the future?

It seems there has been a lot of wrong doing and corners cut. There are no policies and procedures that need to be follow. There needs to be guidelines that staff need to follow and if not there needs to be outlined consequences. There are many EEOC violations and if not handled correctly the agency could be closed down.

Dessler, Gary. (2011). A Framework for Human Resource Management (6th ed.) Upper Saddle River, NJ: Pearson Prentice Hall

http://www.eeoc.gov/employers/

Respond

RE: WEEK 1 DISCUSSION 2

Instructor DeYoung

5/30/2013 4:12:42 PM

Turning to a different topic -- The obvious answer is that it is suggested by the EEOC that employers not ask about an applicant's history of arrest. The reason they suggest not doing this is that a person can be arrested without being convicted or even guilty of the crime they are arrested for. As a further point, the EEOC also suggest that an employer should consider previous conviction records on an individualized basis, based on

"(1) the nature and gravity of the offense or conduct (2) the time that has elapsed since the offense and completion of any sentence or probation, and (3) the nature of the job at issue". (Lynd & Kolek, 2012, pg. 2) Lynd, P. R., & Kolek, D. A. (2012, May 22). Employers take note: New eeoc guidance on criminal records in employment. Employment Law Alert. Retrieved from http://www.nixonpeabody.com/files/147646_Employment_Law_Alert_05_22_2012.pdf

Stacey Trumble

5/31/2013 12:51:27 AM

Discrimination

Our company is in New York City. We now have only about five employees and are only planning on hiring about three or four more. Is our company covered by equal rights legislation? 

The company if licensed is under the obligation to abide by the Federal Laws that are established by the government. The fact that the company has less than 15 employees gives them the consideration that they are not bound by the legislation. However,“Most state and local laws apply to employees not covered by federal legislation (such as those with fewer than 15 employees).” (Dessler, 2011, p. 42). The Equal Pay Act of 1963 (EPA),applies to wage discrimination between men and women in equal jobs for the same company. within the same establishment, and is the only one that actually applies to this scenario because the company only has to have one or more employees to have this Act be enforced.

The laws that require the company to have 15 or more employees would be:

v  Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination, based on race, color, religion, sex, and national origin. This act applies specifically to those businesses that have 15 or more employees on the payroll at any given time.

v  The Age Discrimination in Employment Act of 1967 (ADEA), which prohibits age discrimination against individuals who are forty years of age or older.

v  Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination against qualified individuals with disabilities. (Dessler, 2011)

Were we within our legal rights to ask the possibly age-related and substance abuse–related questions? Why or why not? 

In this situation with the amount of employees on staff they may allow the company to be able to “side step” the legislation, but in a company that has more employees they would not. In many states an employer may ask for a birthdate to verify information, but they are not allowed to ask age. This virtually makes very little sense considering the fact that if they know your date of birth, they know how old you are. The stress related to being an older person may also be relevant according to findings in the book, “Opportunities Lost: The Impact of Stereotypes on Self “.(Crocker, Major, Steele, 1998)  Many older Americans that have been downsized and lost their jobs find it difficult to find employment. Even though they possess plenty of experience, often time’s companies want to train a younger employee, or they do not want to pay what a more educated or experienced employee may want for the same job.

 In most states, it is legal to ask if an applicant: If they have ever been convicted of a felony, but the applicant is not at liberty to divulge what the felony was. In some states, such as California, the applicant does not have to state the felony if it is over 7 years. They may choose to share the information with the company at the interview. Often on an application it will state that having been convicted is not grounds for being exempted from being hired.(Cornell Law, 2013) It is in the company’s best interest to stay away from these types of questions, especially if they should hire more employees in the future, then the ones that were forced to answer the questions may feel compelled to file a discrimination suit after the fact.

Did Dan and Alex create a hostile environment for Ruth? Why or why not? How should we have handled this matter? 

There was definitely a hostile environment scenario at play in this situation. .Ruth did not feel comfortable with their language and actions in the work place. The hostile environment question would relate to the fact the Ruth did not appear able to handle the situation on her own without retaliation, nor did she have a neutral party such as  Human Services representative to talk to confidentially about the situation. Discussing the problem with a supervisor could also have caused a negative reaction and possible loss of job for her.

The matter should have been handled by a Human Services Rep., that could have been a mediator. There should also have been meetings for all employees to state specifically what is acceptable behavior in the work place and what will not be tolerated. Each employee would have to sign a contract stating that they would adhere to the rules or risk termination.

What have we been doing wrong up to now with respect to EEO-related matters, and how do you suggest we rectify the situation in the future? 

The company leadership should have  training in EEO matters, and there should be trainings for all employees.  The company handbook should be compiled and given to each employee, and mandatory meetings to discuss problems and issues along these lines. This is not an “ignorance is bliss” situation, where the company just  ignores  the laws, at  the risk of losing good employees, and possibly being sued. One law suit for a company can mean bankruptcy, and consumer loss of trust can have financial repercussions.

References:

Dessler, G. (2011). A Framework for Human Resource Management. Upper   Saddle River, NJ: Prentice Hall

Cornell Law, (2013) Legal Information Institute, National Academy of Sciences. Retrieved from   :www.lawschool.cornell.edu/research/cornell-law-review/

Crocker, Major,& Steele, (1998) Opportunities Lost: The Impact of Stereotypes on Self  retrieved from: www.ncbi.nlm.nih.gov/books/NBK83767/

Respond

RE: week 1 Discussion 2 Discrimination

Instructor DeYoung

5/31/2013 5:25:31 AM

Equal employment opportunity laws make it illegal for employers to discriminate against employees or potential employees based on age, disability, national origin, sex, religion, pregnancy, and gender. These laws strive to ensure that everyone has an equal opportunity for a job based solely on their qualifications. Affirmative action takes it a step further by requiring employers to hire and promote those in a protected group.  It includes actions to eliminate the present effects of past discrimination. An effective affirmative action program does not focus on hiring minorities.  Its goal is to recruit, hire and advance qualified minorities. This includes women and those with disabilities. The program should include training programs, outreach efforts, and other positive steps. Once the plan is implemented, it must be kept on file, reviewed and updated yearly.  There are many folks suggesting that affirmative action has run its course and should be eliminated. What is opinion on this in the context of social justice?

Nikki Sanders

6/1/2013 10:01:49 AM

 A Question of Discrimination

Our company is in New York City. We now have only about five employees and are only planning on hiring about three or four more. Is our company covered by equal rights legislation? (Hint: Does the government’s Web site provide any clues?) 

From what I was able to find, it looks like even small businesses, regardless of size, are held to the same standards regarding equal employment opportunity and equal rights as mandated by the Civil Rights Act of 1964.

http://smallbusiness.chron.com/small-business-equal-employee-rights-2673.html

Were we within our legal rights to ask the possibly age-related and substance abuse–related questions? Why or why not?

This is a tricky one.  I don't think that he did anything illegal in the questions that he asked regarding the older man's ability to do the job (long hours, and knowledge of technology) but it is a bit unethical that he asked these questions of that particular man and not the other candidates.  It certainly exposes his own personal prejudices against older employees and could be defined as "stereotyping" (Dessler, 2011, p. 51).  Asking the other candidate whether or not he is receiving treatment for his past drug problem, on the other hand, must certainly be illegal.

Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Did Dan and Alex create a hostile environment for Ruth? Why or why not? How should we have handled this matter?

I do believe that they are creating a hostile environment.  Since employers have the burden of proof in cases that go to trial, it is better to nip this kind of behavior in the bud before it gets out of hand (Dessler, 2011).  It is important that Jennifer and Mel establish a clear policy against harrassment, including what constitutes a "hostile environment" (Dessler, 2011).  Then, they should have a training class for the entire company, if possible, or at least the department about the topic.  If Ruth brings a complaint to HR, it must be taken seriously, and the accused should be confronted directly about their behavior, and informed of what measures will be taken if the behavior continues.   

Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

What have we been doing wrong up to now with respect to EEO-related matters, and how do you suggest we rectify the situation in the future?

The HR department needs to select someone to head up EEO matters and make sure they have the appropriate policies (written) in place and that all employees are made aware of them (Dessler, 2011).  Any posters required by law regarding EEO and other HR related topics should be posted in an area visible to employees, like the  break room.  Anyone that conducts interviews should create a list of questions related to the particular job that they are looking to fill and ask those same questions of each interviewee regardless of their background, genetic makeup, etc.

Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Pamela Martin

5/30/2013 10:57:07 PM

Our company is in New York City. We now have only about five employees and

Are only planning on hiring about three or four more. Is our company covered by equal rights legislation? (Hint: Does the government’s Web site provide any clues?) 

First of all small businesses are obligated to treat their employees equally, they have the right to work in a safe environment free from any form of discrimination with equal benefits and pay. The anti-discrimination laws that support equal right of employees are regulated by the equal employment opportunity. The U.S. Department of Labor, controls the laws of any additional employment, and other federal and local agencies made to protect employee privilege.

Were we within our legal rights to ask the possibly age-related and substance abuse–related questions? Why or why not?

Questions of age can be illegal under the Age Discrimination in the Employment Act of 1967. But you are within your legal rights if you have the question if they have reached legal age to work. As far as substance abuse can be discriminatory it depends on how you ask the question, most jobs require drug testing and if the testing comes back positive then this can be a reason not to hire. You cannot ask them any details of their possible drug use, for instance how long they were doing drugs, and wee they ever treated for drug abuse.

Did Dan and Alex create a hostile environment for Ruth? Why or why not? How should we have handled this matter?

A hostile work environment is considered when the supervisor or other employees makes it impossible for you to do your job. In Ruth case, she felt that environment was hostile; by the way Dan and Alex behaved, now she could have told them that they were causing her to be uncomfortable. If she reported it to HR it might cause problems so she should go to them and tell them she don’t like their behavior and the words they spoke are offensive if they continue then she should report to HR.

What have we been doing wrong up to now with respect to EEO-related matters, and how do you suggest we rectify the situation in the future?

There were no procedure and policies put in place, no training was given on harassment. This should be done when hired and yearly as a reminder to employees and employers. The EEO can also have yearly updates to policy and procedures. I know on my job every two years we have to have training classes from HR and EEOC, these meetings are mandatory. Although we feel they are repeating the same thing over and over, it is good to have the update because sometimes we forget or we get to comfortable with each other

Dressler, G., (2011), A Framework for Human Resource Management (6th ed.) Scott, Sherrie, Small Business & Equal Rights