If an employer or an employee were to actually take a comprehensive look at the myriad of employment laws that protect the employee or that the employer is legally required to be aware of and adhere to, their heads would spin! An employment law may apply to some employers or employees and may not with others depending upon how many employees an employer has or possibly whether the employer is a federal contractor or not or even s where the employer may be located. Employment laws sometimes contradict long established personnel policies that have failed to realize changes through legislation or legal decisions that affect compensation, payment of earned vacation or other earned benefits. Those contradictions can be a ticking time bomb waiting for a lawsuit to occur or for sanctions to be applied. Courts will generally ask an employer during a discrimination law suit how employment laws are disseminated to their employees. Are they merely posted on a bulletin board (which some are required to be posted) and the employee given a handbook to read, or are employees provided this valuable information on the day of hire through an orientation with supplemental training throughout the year? It is in the best interests of an employer to hire experienced EEO professionals and/or legal counsel. Doing so will lessen liability they will likely incur if there are discrimination lawsuits. The bottom line for an employer is that an employer may actually prevent that one damaging lawsuit from occurring. How they do that is by taking the affirmative steps to ensure compliance with the law and applying all of the employment laws with the genuine intent to ensure full equal employment opportunity.
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