President Trump’s election in November of 2016 has caused many government agencies to wonder what the future holds. Will there be budget cuts, or budget increases? Hiring surges, or hiring freezes? Although there is quite a bit of uncertainty amongst these agencies, legal experts believe that one government agency, in particular, should expect major changes: the Equal Employment Opportunity commission (EEOC).
According to their website, “the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.”
Since its establishment in 1965, the EEOC has performed these responsibilities successfully, with their efforts often leading to numerous lawsuits, judgments, and even the establishment of new laws aimed at protecting members of particular classes and groups.
Historically, these lawsuits, or the risk thereof, have posed significant challenges and changes for employers throughout the country due to the ease of initiating cases. However, with mediation on the horizon, this may change.
According to the EEOC, “Choosing mediation to resolve employment discrimination disputes promotes a better work environment, reduces costs and works for the employer and the employee.”
Essentially, this means a simple mediation can resolve a claim or issue, which will significantly decrease the number of investigations and litigations for employers. Additionally, an increase in mediation will give more power back to employers – enabling them to reach more mutually-beneficial conclusions with applicants/employees.
An official announcement/declaration of expected agency and policy changes under the Trump Administration has not yet been released by the EEOC, but employers interested in remaining informed, should visit the EEOC site regularly for updates.
For more information on EEOC compliance and/or how EEOC regulations impact employment screening, contact A-Check Global today via our contact page, or by calling 877-345-2021.