BCS.NET Equal Employment Opportunity Management Software
The BCS Equal Employment Opportunity Management Software provides all the necessary communications to record, perform statistical analysis and report equal employment opportunity monitoring and analysis.
The input consist of all the job classifications or position for the subject company, organization or government agency along with the raw empirical data or counts for each position. For age discrimination cases each employees date of birth is required as part of the empirical data.
Typically White Women, Blacks, Hispanics, Asians and Native Americans are the protected groups involved. Since the passage of the Americans with Disabilities Act a separate series of reports are generated to monitor equal employment under law. Aleutians are normally included in the category with Native Americans.
An employer is considered to be an EEO complier if the statistical analysis is performed for the aforementioned protective groups and the employer sponsors certain special emphasis groups.
The aforementioned special emphasis programs typically include at least on of the aforementioned protected categories. Each special emphasis program normally has a chairperson and a committee. Each committee sponsors activities which fosters diversity concerns and provide the infrastructure for upward mobility of minorities and women.
In addition to performing perfunctory accounting for each designated protected category overall totals are produced then a percentage for all raw empirical data is then calculated.
This comprises the normal reporting required by U. S. Equal Employment Opportunity Commission as well as state agencies.
When the percentages for the local civilian labor pool are available the actual person counts for all employees is calculated. Those results are then used to determine compliance by comparing the actual counts to the projected counts. The results reflect the local compliance. To arrive at the national compliance threshold the following software is employed but the national civilian labor force percentages are used as opposed to the local civilian labor force percentages.
With the existence of these statistical tools an employer is the able to identify over and under representation of men and women is each protected group.
The military has a separate system that covers many of the same activities but typically the timeframes and timelines are shorter. Untimely complaints for military and civilian complaints are usually disqualified even if the discrimination is blatant.
Please feel free to contact me at my web site below for further assistance in this as well as other endeavors. Simply click on the free consultation link at the top of every active page on the web site.
By: Arch Brooks