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The Compliance Downside of Big Data


The use of big data in human resources is all the rage today. More and more companies, at least the large ones, are collecting and using employee and prospect data to be able to make determinations about their workforces. The data is being used for promotions, terminations as well as new hires and it should be. There is however, a downside of the use of that data. The Risks of Big Data. A major risk is that of disparate impact discrimination.

25 HR Compliance Terms to Know for 2018

ClearCompany HRM

In addition to the holiday parties and secret santa gift exchanges, the end of the year also brings organizational compliance processes as your HR department gets ready to wrap things up. Intended to remedy the effects of past discrimination or underutilization of women and minorities.

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Roadmap to Better HR Compliance

CIC Plus

As employment laws and regulations increase, so does your risk of penalties for non-compliance. Instead, read on for some tips and approaches for keeping in the know when it comes to all the moving parts for HR compliance. Train your people on compliance.

2019 HR & Compliance Web Summit: Executive Summary


Industry experts like Jennifer McClure offered actionable insights and advice on all things HR, from self-care for the HR pro to in-the-news compliance issues. Maintaining compliance for the organization. Mastermind Group. Recruiting Compliance – EEOC.

Cape Town: Employment Equity Compliance Certificate Now Valid For 12 Months

Global People Strategist

Simply defined, employment equity (EE) is the use of hiring policies that encourage fair representation of members of minority groups, women, or other people who suffer discrimination. What Are Designated Groups? Employment Equity Compliance Certificate. Employment Equity.

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)


In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report. Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018). The deadline for EEO-1 2018 data is still May 31, 2019. The Equal Employment Opportunity (EEO-1) Report is a mandatory Equal Employment Opportunity Commission (EEOC) compliance survey. Component 1 requires hiring data categorized by the following: Race/ethnicity.

Using Data to Prevent Workplace Harassment

EverFi - HR

It is widely understood that an organization will not be successful–and certainly will not grow and thrive–without robust data on all aspects of its operations. In business, organizations routinely gather and study data about sales, production, margin, and customer satisfaction to name just a few; in higher education, metrics around admissions, graduation rates, endowment, and student satisfaction are carefully monitored. Workplace Data Sources and How to Use Them.

Why Is Pregnancy Such a Touchy Subject In Employee Wellness Health Assessments?

TLNT: The Business of HR

It’s a topic employers generally avoid, since the Pregnancy Discrimination Act of 1978 prohibited sex discrimination on the basis of pregnancy. Asking questions, gathering data. Pregnancy discrimination? By Julie Appleby, Kaiser Health News. “ Are you pregnant? ”.

?OFCCP Proposes to Collect Detailed Applicant- and Employee-Level Transaction and Compensation Data in 503 and VEVRAA Focused Reviews

Biddle Consulting

Yesterday OFCCP Director Craig Leen and ODEP Deputy Assistant Secretary Jennifer Sheehy participated in a National Industry Liaison Group (NILG) webinar entitled, “OFCCP and ODEP: Section 503 Compliance & Focused Reviews.” Director Leen stated during the webinar that OFCCP intends to “look at” contractors’ hiring, promotion, termination, and compensation data for evidence of potential discrimination against individuals with disabilities.

Regulatory Rundown: HR Pros Should Be Ready to Act on 3 Compliance Rules

Oracle HCM - Modern HR in the Cloud

The regulatory requirements for employers will continue to expand as these agencies seek to uncover potential compensation disparities by continually raising the burden of compliance.

EEO: Everything you need to know to be an equal opportunity employer


Employers are prohibited from discriminating against existing or potential employees based on protected characteristics, including: Race / color. It’s also illegal to discriminate against people who have complained about discrimination.

Ensuring Fair Hiring Practices

HRO Today

While this population group represents a huge pool of prospective employees, having a criminal record can make it difficult to find work. There are key regulations already in place to reduce this type of discrimination. In particular, the Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination based on race, color, religion, sex, or national origin.

5 Legal Lessons to Consider When Handling Millennial Background Checks

TLNT: The Business of HR

As the largest generational group in the job pool (depending on your source, people born 1980-2004 ), they’re a hot commodity. Digital Natives and age discrimination. Millennials, currently under the age of 35, are not direct targets for age discrimination.

Salary History Question Bans, Hiring, and You

General Information Services

These bans were created as part of a larger initiative to combat the gender pay gap, as well as pervasive pay issues concerning minority groups. These gaps are also equally impactful for men in minority groups, and persist even when the data is controlled for education. A leading theory is that this issue is seeded from the moment these groups apply for their first jobs and only snowballs throughout their careers. Compliance

Kentucky Pregnant Workers Law Goes Into Effect on June 27


While existing Federal and Kentucky state law already forbid discrimination on the basis of pregnancy. Pregnant women do have protection from discrimination under existing law. The Courier Journal reported that groups including Greater Louisville Inc., Compliance

Illinois law regulating use of AI in hiring goes into effect


The proposed law would require users of AI and similar platforms to audit them for their impact on accuracy, fairness, bias, discrimination, privacy, and security and correct any issues. The Office of Federal Contract Compliance Programs (OFCCP), an agency within the U.S. Compliance

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Unconscious bias in recruitment: How can you remove it?


Companies try to get rid of any form of discrimination from their hiring process. that describes a video being shown to a group of people: “ A man and woman walk silently into the room, never speaking, and the woman walks in behind the man with her eyes looking slightly downward.

Joint Employment and the FMLA: Which Employer is Responsible?

HR Daily Advisor

Neither primary nor secondary employers may retaliate or discriminate based on FMLA-protected conduct; thus, [Mya] states a claim … regardless of the City’s status as a primary or secondary employer.”.

HR Moments Matter: 3 Compensation Challenges Solved With People Analytics


In this series, Allison McConville, Visier’s VP of Human Resources , will share how you can use data to support the people moments that matter, enabling the best decisions for both your employees and your organization.

Pay Secrecy is Illegal. Pay Transparency is On the Rise


Revelations of pay inequality have stirred up lawsuits alleging pay discrimination against a string of firms, mostly from the tech industry. Former President Barack Obama issued two executive orders : one promoting “equal pay for equal work” aimed at bringing about greater pay transparency, and a second requiring federal contractors to release compensation data to the U.S. HR Tips & Trends Payroll Compliance

The Big List of 401k FAQs for 2020


Recent data shows that contribution levels vary by age groups. Under the Employee Retirement Income Security Act (ERISA), employers are required to assure their 401(k) is administered in compliance with the law. Benefits Compliance

HR Moments Matter: 3 Compensation Challenges Solved With People Analytics


In this post, Allison McConville, Visier’s VP of Human Resources , will shares how you can use data to support the people moments that matter, enabling the best compensation decisions for both your employees and your organization. .

What is a Salary History– And Why is it Being Banned?


But workers have been increasingly fighting for the right to start each interview with a clean slate, past salary data excluded. The result is that people get trapped in inescapable cycles of pay discrimination, which are perpetuated when employers are aware of past discrimination. A barrier to growth for any ethnic, social, or gender-based group experiencing restricted job access or discrimination, such as women , LGTBQ, people of color, and immigrants.

What to Know about the New California Sexual Harassment Training Regulations


Sexual harassment continues to become a more significant concern in the workplace , and data shows an increase in harassment reports in the past year as business owners and HR leaders have put new policies into place. Senate Bill 1343 also states that California employers will need to provide written harassment, discrimination, and retaliation prevention policies to all employees. Divide employees into groups of three. Give each group member a chance to play each role.

Evaluating Whether You Should Hire Candidates with Past Criminal Histories


percent, SHRM data says that more than 7.8 While this typically includes campaigns to specifically recruit diverse candidates, persons with disabilities, and other marginalized groups, there is a trend towards recruiting candidates with past criminal histories. The Discrimination Consideration When Hiring Employees with a Criminal History. Because of the potential for discrimination, many states and cities have laws known as “Ban-the-Box” legislation.

What is the E-RACE Initiative?

HR Daily Advisor

The EEOC website explains that: “The E-RACE Initiative is designed to improve EEOC’s efforts to ensure workplaces are free of race and color discrimination. Engage the public, employers, and stakeholders to promote voluntary compliance to eradicate race and color discrimination.

Gender Fluidity and HR: Moving Beyond M/F Labeling (i4cp login required)


Are employee groups being leveraged to help navigate all of this? Equal Employment Opportunity Commission will eventually amend its annual EEO-1 reporting form to include options for nonbinary individuals, and they want to get out in front of that by starting to track this data internally now.

Who’s Calling, Please? DFEH Will Survey Employers About Anti-Harassment and Diversity Policies


The survey includes questions about: Employers’ anti-discrimination, sexual harassment and general anti-harassment policies; Employer-sponsored trainings on harassment and diversity issues; Recruiting programs for women and minorities; and.

Ethical Employer Branding: How to Attract Candidates With Shared Values


companies recently received a federal tax cut, outdoor clothing company Patagonia decided to donate its $10 million to nonprofit environmental groups committed to fighting the effects of climate change. Check Yourself For Discrimination.

Are ‘Superminds’ the Next Step in Tech Disruption?


Above all, they are designed to gather and report data, save time, improve compliance and cut costs. I’d like to see the emphasis on bias reduction and EEO compliance converted into an explosion of opportunity. Certainly, getting the right people into the right slots regardless of race, gender, neurotype or other targets for discrimination is a critical foundation. In each case, the defining characteristic is that group members are acting together.

Why is my application asking for my race and gender?


Will putting my true gender or race lead to discrimination? Companies include them to make sure they aren’t discriminating against people with certain backgrounds, not to make it easier. There are two reasons the company might send information to the government: EEOC Compliance.

How AI and HR Can Work Together


On the surface AI and HR seems to contradictory -- one is about numbers and technology while the other is about people (a much more volatile, unpredictable group). Big data is where AI pulls its strength so there is big value for AI in HR analytics. AI’s ability to quickly navigate the intimidating world of big data is one of it’s biggest assets to HR. AI can collect, compile, and analyze big data to determine if workplace policies are effective.

The case for diversity

HR Daily Advisor

This edition of The Oswald Letter is a guest post from Elizabeth Petersen, Project Director for Simplify Compliance. While few American businesses self-report on diversity data , workplace discrimination and inclusion are near-daily topics in the media. PeopleImages/E+.

The Failures of Bias Training, and What You Should be Doing Instead

TrustRadius HR

Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. And what should businesses do to address bias and discrimination instead?

How to HR in a growing company – A guide for every size business


Process new employee paperwork, including I-9s Maintain employee files Prepare employee payroll Process employee termination paperwork Ensure requisite compliance posters are posted and OSHA logs maintained.

When should you hire an HR manager, if at all?


This typically involves a team responsible for people management, setting up benefits and payroll , helping with the company’s culture and making sure compliance is being met. All compliance, regulatory and other employer-related risks fall on the employer. The employer has real-time access to employee data. For example, there may be online leadership courses or videos that detail policies on workplace discrimination and sexual harassment.

How ATS simplifies the recruitment process

Hacker Earth

Ensured compliance. Access to data. Ensures compliance. The software structures your hiring practices in a way that is in accordance with rules and regulations that forbid discrimination against a certain group of candidates. Provides access to helpful data.