Title VII-What You need to know

Today, we are going to begin a new series for all business owners interested in making sure they are compliant with today’s HR Regulations.  As an HR Professional,  I can barely keep up with all of these various laws and often have to refer to my handy dandy list of websites and law references.  For your benefit, I have posted these below this post.  These will be very quick spinets for your viewing pleasure.  If you need additional information or have questions surrounding this post or any of the others in the series, please feel free to contact me using the information below.  So, let’s get started!

Overview of the Law:

Prohibits discrimination in employment (anything to do with employment ie hiring, firing, corrective action etc) on the basis of race, color, creed, religion, sex or nationality.

Potential Consequences:

Damages would include punitive and compensatory up to $300,000 (check your state to be sure) including reinstatement, promotion, benefits, attorney’s costs, and potential back pay.  Mega money.

Who enforces it:

EEOC (Equal Employment Opportunity Commission) is the sheriff.  Depending on the case and the intensity of the claim and process, there could be a possibility of a jury trial.

Record Keep Requirements:

Companies are required to keep applications and any other hiring/employment data on file.  For those companies with 100 or more employees, an EEO-1 must be filed annually.

Important Details:

This one law constitutes the basis for most of the employment discrimination claims.  Employers with 15 or more staff are required to post a federal regulation synopsis poster in the break room or another visible place.  For more information on this regulation, please visit http://www.eeoc.gov.

Also, just a plug…  SourcePointe is a great alternative for you if you are concerned about the numerous HR Regulations and employment law issues.  For any size company or organization, the administration of your people is not only your greatest privilege, but also your greatest headache at times.  If you are interested in learning more about potentially outsourcing the HR function in your company to allow you to focus more on growing your company or ministry, please contact us at SourcePointe.  We will be happy to provide a consultation and proposal for you.   Now is the time of year to begin considering not only what will make business easier in 2009, but what is more cost effective as well.  We can help you.  Call SourcePointe today!

Ok, as promised, here are some friendly websites for you to consider and cross-reference.  They are some of my favorites for  HR related questions:

HR Outsourcing:                                          http://www.SourcePointe.net

Payroll Outsourcing:                                    http://www.SourcePointe.net

General HR Questions:                                 http://www.shrm.org

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About the Writer:

Trent Cotton has spent a number of years in management and business consulting. After spending some time in the field, he joined the HR department, beginning in recruiting and eventually serving as the Department Head of HR for one of the major lines of business. With such a varied background, he works to bring all of these together to help churches and other Christian organizations incorporate some common business practices into their ministries to enable them to better serve the Kingdom. He currently works for SourcePointe, an HR Outsourcing Agency while continuing to own and operate Christian Management Consulting as a ministry. In his free time, he also writes a lot on Church Development as a Church Consultant.