“HR plays a huge role in safeguarding a company’s profitability.”
(PRWEB) February 04, 2012
In January 2010 the EEOC announced that employers spent $404 million dollars on claims last year and it is expecting 108,000 discrimination charges to be filed by the end of fiscal 2012, with the goal of having 93,000 end-of-year pending cases. http://hr2012.wordpress.com/2011/10/12/eeoc-to-need-outplacement-in-2012/
Michael J. Zimmer, a professor of employment law at Loyola University in Chicago, believes that the increase in workplace discrimination complaints has to do with the downturn in employment.
"Employers tend to look like the bad guy when difficult decisions need to be made to help a company progress. With employees looking to use the EEOC as a way to get back at them, employers need a better approach toward documenting poor employee performance and bad behavior. They want to hold employees accountable for the work that they are paying them for, and through P.E.E.P, we can help them positively manage their workforce," Anthony Uzzetta, CEO for Vero Integritas Global, Inc.
The P.E.E.P. program benefits companies by helping to reduce the workloads associated with employee complaints.
Meanwhile, as employee claims continue to rise, the Equal Employment Opportunity Commission (EEOC) announced recently that they may be reducing their workforce in response to the recent announcement of proposed cuts in the agency’s fiscal 2012 budget. http://hr2012.wordpress.com/2011/10/12/eeoc-to-need-outplacement-in-2012/
"With the backlog of complaints that they have now, the EEOC may be looking for a way to help maintain efficiency in the event that the reduction in their workforce occurs," said Anthony Uzzetta, CEO for Vero Integritas Global, Inc. "Our application may be just what they are looking for," Uzzetta stated.
Religious discrimination and disability claims have seen a significant increase over the past few years, in part due to the increase in the Muslim population since 9/11 and the changes made to the Americans with Disabilities Act.
Discrimination appears to be one of the primary reasons for employee claims to the EEOC, however, for the majority of the discrimination cases, “the E.E.O.C. is still finding no reasonable cause for the charges being filed,” said Michael S. Burkhardt, an employment partner in the Philadelphia office of Morgan, Lewis & Bockius who represents employers in discrimination class-action suits. “In some cases, people are just upset that they were terminated, and they happen to be in a protected category. Even if that has nothing to do with why they were terminated, they still file a charge.” http://www.nytimes.com/2011/01/12/business/12bias.html
However, workers claim that a poor job market can bring out hidden prejudices of employers who, because of the job market, can afford to be selective about the employees that they hire. “Women believe they are being passed over in favor of men, blacks believe whites and Hispanics are taking their jobs, and older workers say fresher faces are having better luck in the job market at the expense of their elders.” http://www.nytimes.com/2011/01/12/business/12bias.html
“I think there’s age discrimination from these companies because they don’t want an old body and old face fronting for them,” said Terry K. Nance, 76, of Charlottesville, Va., who has been unable to find retail work for the last year and a half. “It’s a revolving door of young people.”
“Discrimination is just one problem employers face," said Vero’s CEO Anthony Uzzetta. “Claims by employees often start at the hiring process. For instance, an employer can become liable if an employee harms someone particularly if the employer knew or should have known that there was a problem, but did not perform a comprehensive back ground check before the employee was hired, or if a decision was made to hire a friend or family member without seeking the best qualified candidate, thus inadvertently creating bias against a protected class.”
Vero Integritas Global Inc., a virtual HR Company, suggests that company’s take advantage of free initial HR assessments to identify potential employee relations or other HR issues to help mitigate the risk of becoming an EEOC statistic.
“By conducting an initial HR assessment of its company an employer can get a nice snapshot of the employer’s current HR/business model, to begin the process of finding affordable solutions to prevent future litigation issues before they arise,” said Uzzetta.
“HR plays a huge role in safeguarding a company’s profitability.” Uzzetta continued. “The primary goal of any HR Outsourcing company should be to assist employers with managing employee issues that take their attention and finances away from growing their business. This gives an employer peace of mind so they can focus on new business development and a bright future for their employees and their company,” Uzzetta stated.
Vero Integritas Global Incorporated is a virtual HR consulting company that features 24-hour HR services and business consultation to U.S. and overseas companies with U.S. employees and is designed in part, to help employers reduce costs associated with employee discrimination complaints.
Vero Integritas Global Incorporated is registered with the Central Contractor Registry (CCR) and is headquartered in Fairfax, Virginia with offices in Basrah, Iraq, Kabul, Afghanistan, and a new office coming to Amman, Jordan. For more information about Vero Integritas Global, Inc. visit http://www.verointegritas.com.
Anthony J. Uzzetta
Vero Integritas Global Incorporated
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