One of the many duties of a PEO is keeping companies federally compliant with laws regarding equal employment opportunity. They answer to the Equal Employment Opportunity Commission (EEOC), and state and local Fair Employment Practices Agencies (FEPAs). This is hugely important in reducing companies' liabilities when it comes to fair employment practices.
The EEOC coordinates all federal equal employment opportunity regulations, practices, and policies. The Commission interprets employment discrimination laws, monitors the federal sector employment discrimination program, provides funding and support to FEPAs, and sponsors outreach and technical assistance programs. Any individual who believes he or she has been discriminated against in employment may file an administrative charge with the EEOC. After investigating, the EEOC determines if there is "reasonable cause" to believe discrimination has occurred. If "reasonable cause" is found, the EEOC attempts to conciliate the charge by reaching a voluntary resolution between the charging party and the respondent. If conciliation is not successful, the Commission may bring suit in federal court. Also, the EEOC may also issue a Right-to-Sue-Notice to the charging party, allowing the charging party to file an individual action in court without the Agency's involvement.
In addition to reducing company liability with fair employment issues, a PEO can also set up an employee incentive program, which reinforces positivity and good work ethics in the workplace. Choose a professional employer organization from our directory, and find out what a PEO can do for you and your company.
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