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<h2>Introduction to the Retaliatory Employment Discrimination Act (REDA)</h2><p>In North Carolina, workers are protected under various laws that ensure fair treatment in the workplace. One significant piece of legislation is the <strong>Retaliatory Employment Discrimination Act</strong> (REDA). This law plays a crucial role in safeguarding employees from retaliation by their employers when they engage in protected activities. Understanding REDA is essential for both employees and employers to maintain a fair and lawful working environment.</p><p>REDA was designed to protect employees who have exercised their rights under other employment laws. This includes situations where an employee has filed a complaint or participated in an investigation regarding workplace safety, wage and hour laws, or discrimination. The act ensures that employees can report violations without the fear of losing their jobs or facing other forms of retaliation.</p><figure id="figure-slt6o6opl7m9u11hzf"><img id="slt6o6opl7m9u11hzf" src="https://media.gettyimages.com/id/1293917612/photo/map-of-the-state-of-north-carolina-drawn-on-a-blackboard.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6ISozHA-BVaGBrvg4ODtWxPplx3Rj79EOQi_No7R9xI=" alt="Map of the State of North Carolina drawn on a blackboard" title="Map of the State of North Carolina drawn on a blackboard" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="North Carolina Retaliatory Employment Discrimination Act" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1293917612/photo/map-of-the-state-of-north-carolina-drawn-on-a-blackboard.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6ISozHA-BVaGBrvg4ODtWxPplx3Rj79EOQi_No7R9xI=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"><figcaption class="body-normal text-gray-500 mt-2">North Carolina Retaliatory Employment Discrimination Act</figcaption></figure><h3>Protected Activities Under REDA</h3><p>NC REDA prohibits any person from discriminating or taking retaliatory action against an employee who in good faith takes or threatens to take action under any of the following North Carolina laws:</p><ul><li><strong>Workers’ Compensation Act</strong>, N.C. Gen. Stat. Ann. §§ 97-1 to 97-101.1;&nbsp;</li><li><strong>Wage and Hour Act</strong>, N.C. Gen. Stat. Ann. §§ 95-25.1 to 95- 25.25;&nbsp;<br></li><li><strong>Occupational Safety and Health Act</strong>, N.C. Gen. Stat. Ann. §§ 95-126 to 95-160;<br></li><li><strong>Mine Safety and Health Act</strong>, N.C. Gen. Stat. Ann. §§ 74-24.1 to 74-24.20;<br></li><li><strong>Prohibitions against discrimination based on sickle cell or hemoglobin C trait</strong>, N.C. Gen. Stat. Ann. § 95-28.1;<br></li><li><strong>National Guard Reemployment Rights</strong>, N.C. Gen. Stat. Ann. §§ 127A-201 to 127A-203;&nbsp;<br></li><li><strong>Prohibitions against discrimination based on genetic testing or counselling</strong>, N.C. Gen. Stat. Ann. § 95-28.1A;<br></li><li><strong>North Carolina Pesticide Law</strong>, N.C. Gen. Stat. Ann. §§ 143-434 to 143-470.1;<br></li><li><strong>Drug Paraphernalia Control Act of 2009</strong>, N.C. Gen. Stat. Ann. §§ 90-113.80 to 90-113.84;<br></li><li><strong>Authority over Parents of Juveniles Adjudicated Delinquent or Undisciplined</strong>, N.C. Gen. Stat. Ann. §§ 7B-2700 to 7B-2706;&nbsp;</li><li><strong>Domestic Violence Law</strong>, N.C. Gen. Stat. Ann. §§ 50B-1 to 50B-9.&nbsp;<br></li></ul><p>Reference is N.C. Gen. Stat. Ann. § 95-241(a)(1-5).</p><p>By ensuring protection for these activities, REDA encourages employees to speak up about violations without fear of adverse consequences.</p><h3>Understanding Employer Retaliation</h3><p>Retaliation can manifest in various forms, from termination and demotion to more subtle actions like reduced hours or undesirable assignments. Under REDA, any negative employment action taken against an employee for engaging in protected activities can be considered retaliatory. <em><strong>It is crucial for employers to understand that retaliation is not only unethical but also illegal under this act and could result in hefty settlements!</strong></em></p><p>Employers should create a workplace culture that values transparency and open communication. By doing so, they can prevent retaliation claims and foster a positive environment where employees feel safe to report any concerns.</p><figure id="figure-dpptziu91epm9u10bsf"><img id="dpptziu91epm9u10bsf" src="https://media.gettyimages.com/id/155370737/photo/definition-discrimination.jpg?b=1&s=2048x2048&w=0&k=20&c=rjE3J4EGQUoPmXdm3AbP8cYNe-ryBz0g8uFfP6a4IIM=" alt="Definition "discrimination"" title="Definition "discrimination"" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="null" data-positionY="null" data-fullWidth="false"/></figure><h3>The Process of Filing a REDA Claim</h3><p>If an employee believes they have been retaliated against, they have the right to file a claim under REDA. The process begins by submitting a complaint to the <strong>North Carolina Department of Labor (NCDOL)</strong>. It’s important for employees to act promptly, as there are specific deadlines for filing such complaints.</p><ol><li>File a complaint with the NCDOL within 180 days of the retaliatory act.</li><li>The NCDOL will investigate the claim and determine if there is sufficient evidence of retaliation.</li><li>If evidence is found, the case may proceed to litigation or settlement discussions.</li></ol><p>This process ensures that employees are given a fair chance to present their case and seek justice for any wrongdoings.</p><h3>The Importance of Legal Guidance</h3><p>Both employees and employers can benefit from understanding the intricacies of REDA. Consulting with legal professionals who specialize in employment law can provide valuable guidance in navigating potential claims and compliance with state regulations. Legal experts can assist in interpreting the law, ensuring that all parties involved are aware of their rights and responsibilities.</p><figure id="figure-1qtb1rgnum9u10h10"><img id="1qtb1rgnum9u10h10" src="https://cdn.durable.co/getty/25DMoAe8iAgl3gWivUAiwcSKK3bWliRJzI3VBVB8LBtTKbGCGq3c0JWdoYDgw3fJ.jpeg" alt="legal advice" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/25DMoAe8iAgl3gWivUAiwcSKK3bWliRJzI3VBVB8LBtTKbGCGq3c0JWdoYDgw3fJ.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><p>The North Carolina Retaliatory Employment Discrimination Act is fundamental in protecting workers' rights and maintaining a fair workplace. By understanding and adhering to REDA, both employees and employers can contribute to a more just and equitable employment landscape. Knowledge of this act not only empowers employees but also encourages employers to foster a safe and supportive work environment.</p>

Do You Understand the North Carolina Retaliatory Employment Discrimination Act?

Leadership and Team Chalk Drawing on Blackboard

<h2>The Importance of Effective HR Management</h2><p>Human Resource (HR) management is a critical aspect of any organization, regardless of its size or industry. It involves a range of functions, from recruitment and onboarding to employee retention and compliance with labor laws. The question, "Who's managing your HR functions?" is not merely rhetorical; it's an essential consideration that impacts the overall health and success of your business.</p><figure id="figure-w4usn8xnmgm9tzosf2"><img id="w4usn8xnmgm9tzosf2" src="https://cdn.durable.co/getty/20TMJ00FWBb2z8u9A0hbxHhLif0eTgPmOZRKR1jpoSWmMSU3esMRhUeqo6mfVwUa.jpeg" alt="human resources team" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/20TMJ00FWBb2z8u9A0hbxHhLif0eTgPmOZRKR1jpoSWmMSU3esMRhUeqo6mfVwUa.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><p>An effective HR department ensures that your organization runs smoothly by managing employee relations, benefits, training, and development. Without proper HR management, companies may face legal challenges, decreased employee morale, and high turnover rates. Therefore, it's crucial to have a dedicated team or service that can handle these responsibilities efficiently and correctly.</p><h3>In-House vs. Outsourced HR Management</h3><p>One of the key decisions businesses face is whether to manage HR functions in-house or outsource them to a professional service provider. Each option has its advantages and potential drawbacks, and the best choice depends on your organization's specific needs and resources.</p><p>In-house HR teams have the advantage of being closely aligned with your company's culture and values. They can offer personalized attention to employees and have a better understanding of internal dynamics. However, maintaining an in-house HR team can be costly, especially for small, medium-sized businesses, and non-profits.</p><figure id="figure-1d2vyxiamfm9tzoxcn"><img id="1d2vyxiamfm9tzoxcn" src="https://cdn.durable.co/getty/27sa59d5Eu1jpNLsRHnJIrbR5RZ1UWzMIQ1wremRBtzUbbQfLR8HWl8BnMMMjIwt.jpeg" alt="office teamwork" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/27sa59d5Eu1jpNLsRHnJIrbR5RZ1UWzMIQ1wremRBtzUbbQfLR8HWl8BnMMMjIwt.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>The Benefits of Outsourcing HR Functions</h3><p>Outsourcing HR functions can be a strategic decision for many organizations at a fraction of the cost of an in-house HR team.&nbsp; By partnering with an external HR provider, businesses can gain access to specialized expertise and resources that may not be available internally. This can be particularly beneficial for small to medium-sized enterprises that lack the budget for a full-fledged HR department.</p><p>Outsourcing also allows companies to focus on their core operations, leaving HR tasks to professionals who are up-to-date with the latest industry trends and regulations. This can lead to cost savings and improved efficiency in managing HR-related functions.</p><h3>Key Functions Managed by HR Professionals</h3><p>Whether managed in-house or outsourced, HR professionals handle a variety of essential functions that contribute to the success of an organization. These functions include:</p><ul><li><strong>Recruitment and Staffing:</strong> Finding and hiring the right talent is crucial for any business.</li><li><strong>Training and Development:</strong> Ensuring employees have the skills needed to perform their jobs effectively.</li><li><strong>Employee Benefits Management:</strong> Administering health insurance, retirement plans, and other benefits.</li><li><strong>Compliance:</strong> Ensuring adherence to labor laws and regulations.</li></ul><figure id="figure-htnilzmpzm9tzp2li"><img id="htnilzmpzm9tzp2li" src="https://cdn.durable.co/getty/2ecRJdJjdlrhWV6rwcS2raxSZznvR1yDWYJfr7SbFKjd740kqHJs96zuDAA4Agwt.jpeg" alt="business meeting" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/2ecRJdJjdlrhWV6rwcS2raxSZznvR1yDWYJfr7SbFKjd740kqHJs96zuDAA4Agwt.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Choosing the Right HR Management Solution</h3><p>Selecting the right HR management solution is a significant decision that can impact your organization's future. It's important to evaluate your needs thoroughly and consider factors such as company size, budget, and long-term goals. Whether you choose an in-house team or an outsourced service, ensuring they align with your business objectives is crucial.</p><p>Ultimately, effective HR management is about creating a supportive environment where employees can thrive, leading to increased productivity and organizational success. By carefully considering who manages your HR functions, you set the foundation for a strong and resilient workforce.</p><p>Let's talk about what we can do for you!&nbsp; HRPlus.Consulting</p>

Who's Managing Your HR Functions?

Three professionals in a discussion at an office meeting setting.

<h2>Introduction to HR Consulting</h2>
<p>In today's competitive business environment, companies are constantly seeking ways to improve efficiency and maintain a productive workforce. This is where an HR consultant comes in. These professionals play a crucial role in optimizing human resource operations, ensuring compliance with labor laws, and fostering a positive workplace culture.</p>

<p>HR consultants bring a wealth of knowledge from various industries, enabling them to provide tailored solutions that meet the unique needs of each business. Their expertise can significantly enhance business operations, leading to improved employee satisfaction and overall company performance.</p>

<figure id="figure-3wmivrg0qxm9mqqawp"><img id="3wmivrg0qxm9mqqawp" src="https://media.gettyimages.com/id/2169215456/photo/three-professionals-in-a-discussion-at-an-office-meeting-setting.jpg?b=1&s=2048x2048&w=0&k=20&c=r9I31n3ds7K6sv9UcB1DkSPGP-dv_squ6FsFNs-Tpv8=" alt="hr consultant" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<h2>The Core Responsibilities of an HR Consultant</h2>
<p>An HR consultant's responsibilities are multi-faceted and can vary depending on the company's size and industry. However, some common duties include:</p>

<ul>
    <li><b>Strategic Planning:</b> Collaborating with management to develop and implement HR strategies that align with the company's goals.</li>
    <li><b>Policy Development:</b> Creating and updating company policies to ensure compliance with legal requirements and industry standards.</li>
    <li><b>Recruitment and Onboarding:</b> Assisting in the recruitment process, from crafting job descriptions to conducting interviews and onboarding new hires.</li>
</ul>

<h3>Enhancing Workforce Management</h3>
<p>Effective workforce management is a critical aspect of business operations. HR consultants work to streamline processes such as performance evaluations, employee training, and conflict resolution. By implementing best practices, they help businesses maintain a motivated and skilled workforce.</p>

<figure id="figure-ji9k6gugram9mqqawp"><img id="ji9k6gugram9mqqawp" src="https://media.gettyimages.com/id/2148737984/photo/hand-presentation-and-seminar-or-convention-for-business-team-building-and-discussion-of.jpg?b=1&s=2048x2048&w=0&k=20&c=lqGP2hIvMYoWgo83OhqD8WDw-7aY0Qutjh3hd94wVps=" alt="team meeting" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>Moreover, HR consultants analyze current workforce trends to predict future needs. This proactive approach enables companies to stay ahead of the curve and prepare for potential challenges, such as talent shortages or shifts in market demands.</p>

<h2>Compliance and Risk Management</h2>
<p>Staying compliant with labor laws and regulations is essential for any business. HR consultants ensure that companies adhere to these legal requirements, minimizing the risk of costly penalties and legal disputes. They conduct regular audits and provide training to keep management and staff informed about the latest regulatory changes.</p>

<figure id="figure-c8w26hegtlm9mqqawp"><img id="c8w26hegtlm9mqqawp" src="https://media.gettyimages.com/id/79327759/photo/woman-with-a-french-bulldog.jpg?b=1&s=2048x2048&w=0&k=20&c=7AOUbTqYuDAEkY5D2NHD2rImVNr5y82Re5yvRnta78M=" alt="business compliance" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>In addition to compliance, HR consultants play a vital role in identifying potential risks within an organization. By assessing workplace policies and practices, they can pinpoint areas of vulnerability and recommend solutions to mitigate risks.</p>

<h3>Cultivating a Positive Workplace Culture</h3>
<p>A strong workplace culture is integral to employee satisfaction and retention. HR consultants help businesses cultivate an environment where employees feel valued and engaged. They design initiatives that promote diversity, equity, and inclusion, encouraging a sense of belonging among staff members.</p>

<p>Furthermore, HR consultants facilitate communication between employees and management, ensuring that feedback is heard and acted upon. This open dialogue fosters trust and transparency, contributing to a harmonious workplace atmosphere.</p>

<h2>Conclusion: The Value of HR Consulting</h2>
<p>In summary, HR consultants are invaluable assets to any organization looking to enhance its operations. By providing expert guidance on workforce management, compliance, and culture development, they contribute to the overall success of the business. Whether you're a small startup or a large corporation, partnering with an HR consultant can yield significant benefits in the long run.</p>

What Does an HR Consultant Do? Understanding Their Role in Enhancing Business Operations

<h2>Understanding HR Consulting Services</h2>
<p>Human resources (HR) consulting services have become a pivotal part of modern business strategy. However, many misconceptions surround the industry, leading to confusion and reluctance among potential clients. In this article, we aim to debunk some common myths about HR consulting services, highlighting their true value and benefits for businesses of all sizes.</p>

<figure id="figure-3napa4s6sjm9r11ql1"><img id="3napa4s6sjm9r11ql1" src="https://media.gettyimages.com/id/1358724438/photo/shot-of-two-business-people-shaking-hands-during-a-meeting.jpg?b=1&s=2048x2048&w=0&k=20&c=fi16OJ6rhFjuZe1Ptxs46CbWHpte2nknyk0By_PBDRA=" alt="human resources meeting" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<h3>Myth 1: HR Consultants Are Only for Large Corporations</h3>
<p>One of the most prevalent myths is that HR consultants are only suitable for large corporations. In reality, HR consulting services are highly beneficial to small and medium-sized enterprises (SMEs) as well. These consultants can tailor their services to meet the specific needs of a smaller workforce, providing cost-effective solutions that help businesses streamline their HR processes and foster a productive work environment.</p>

<p>Small businesses often do not have the resources or capacity to maintain an in-house HR department. By engaging with HR consultants, they gain access to expert advice and support without the overhead costs of hiring full-time staff.</p>

<h3>Myth 2: HR Consulting Is Too Expensive</h3>
<p>Another common misconception is that HR consulting services are prohibitively expensive. While there is a cost associated with hiring consultants, businesses should consider it an investment rather than an expense. The expertise and efficiency that HR consultants bring can lead to significant cost savings in the long run through improved employee retention, enhanced recruitment processes, and compliance with labor laws.</p>

<figure id="figure-ti27nwdbh5m9r11ql1"><img id="ti27nwdbh5m9r11ql1" src="https://media.gettyimages.com/id/961308742/photo/securing-finance-for-their-future-dreams.jpg?b=1&s=2048x2048&w=0&k=20&c=fOx3dfhvhYnGxy2z1heTH43EWxOU9HV1HPtKV9PVIPs=" alt="business consultant" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>Many consulting firms offer flexible pricing models, allowing businesses to choose services that fit their budget. Whether it's a one-time project or ongoing support, there's typically a package that can accommodate financial constraints.</p>

<h3>Myth 3: HR Consultants Are Just Outsiders</h3>
<p>A common concern is that HR consultants are merely outsiders with little understanding of the company culture. However, reputable HR consultants make it their priority to immerse themselves in the client's business environment. They work closely with internal teams to understand the unique culture, challenges, and goals of the organization. This collaboration ensures that the solutions provided are not only effective but also aligned with the company's values.</p>

<figure id="figure-iafsmdensam9r11ql1"><img id="iafsmdensam9r11ql1" src="https://media.gettyimages.com/id/79306859/photo/colleagues-in-restaurant.jpg?b=1&s=2048x2048&w=0&k=20&c=yWvPEGISUGPBbv-UplkpxHllsNpXQEMLiq6pNjl3Vl8=" alt="team collaboration" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>By acting as an extension of the internal team, HR consultants help bridge gaps and provide insights that may be overlooked by those too close to the situation.</p>

<h3>Myth 4: HR Consulting Is Only About Hiring and Firing</h3>
<p>While recruitment and termination are part of HR consulting, these services encompass much more. HR consultants offer a wide range of services including employee training and development, performance management, organizational restructuring, compliance management, and more. Their goal is to enhance overall organizational effectiveness and employee satisfaction.</p>

<p>By focusing on strategic initiatives, HR consultants help businesses cultivate a motivated workforce and create a conducive environment for growth.</p>

<h2>The Real Value of HR Consulting Services</h2>
<p>The myths surrounding HR consulting services often prevent businesses from harnessing their full potential. By debunking these misconceptions, companies can better understand the true value of working with HR consultants. These professionals bring invaluable expertise, tailored strategies, and innovative solutions that drive business success.</p>

<figure id="figure-k8fqkxd8y9m9r11ql1"><img id="k8fqkxd8y9m9r11ql1" src="https://media.gettyimages.com/id/1301645627/photo/strategy-execution-success.jpg?b=1&s=2048x2048&w=0&k=20&c=Je7mfNgrnPqODM9SMn5GXOhSegm2TUr9QIoAsxDjlWA=" alt="success business growth" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>Whether you're a startup or an established enterprise, consider leveraging the insights and skills of HR consultants to transform your human resources into a strategic advantage.</p>

Debunking Common Myths About HR Consulting Services:  We are not "Paper Pushers"

<h2>Understanding Legal Compliance in Screening Procedures</h2>
<p>In today’s competitive job market, employers often rely on criminal history and drug screening checks to ensure they are making informed hiring decisions. However, conducting these checks comes with significant legal responsibilities. Ensuring compliance with applicable laws is crucial to protecting your organization from potential liabilities and upholding candidates' rights.</p>

<figure id="figure-a4g37pzcnqm9ixkww0"><img id="a4g37pzcnqm9ixkww0" src="https://cdn.durable.co/getty/4Qwc4mZvZ5OH09rMYR35lI4J3jaFjE2bqMVdzSPZzWdlDl0MH9xe0119jp8OtH5L.jpeg" alt="legal compliance" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<p>Employers must navigate a complex web of federal, state, and local laws that govern background checks. These laws are designed to balance the employer's need for a safe workplace with the candidate's right to privacy and fair treatment. Understanding these legal requirements is the first step in ensuring compliance.</p>

<h3>Federal Laws Impacting Screening Checks</h3>
<p>One of the primary federal laws that impact criminal history and drug screening checks is the Fair Credit Reporting Act (FCRA). The FCRA mandates that employers obtain permission from candidates before conducting a background check and provide them with specific disclosures. Additionally, if an adverse employment decision is made based on the information obtained, the candidate must be notified with a copy of the report and a "Summary of Rights."</p>

<p>Beyond the FCRA, employers must also consider the Equal Employment Opportunity Commission (EEOC) guidelines. These guidelines advise against blanket policies that exclude candidates based on criminal records alone, as they may disproportionately impact certain demographic groups.</p>

<figure id="figure-ttvzkb4lapm9ixl13m"><img id="ttvzkb4lapm9ixl13m" src="https://cdn.durable.co/getty/174NALMLqMgF4EK46M0EqaclZg6KyjAvsMZO404QMlr3KCBanGGgcSTiXvC59Xp0.jpeg" alt="employment law" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h3>State and Local Regulations</h3>
<p>In addition to federal regulations, state and local laws can vary significantly regarding what is permissible in background checks. Some states have "ban-the-box" laws that prohibit asking about criminal history on job applications. Others may have specific limitations on what types of criminal records can be considered in hiring decisions.</p>

<p>Employers must stay informed about the specific regulations in each jurisdiction where they operate. Regularly consulting with legal counsel or compliance experts can help ensure that your screening policies align with all applicable laws.</p>

<h3>Best Practices for Legal Compliance</h3>
<p>Implementing best practices for legal compliance can help mitigate risks associated with criminal history and drug screening checks. Here are some key strategies:</p>

<ul>
    <li>Develop a clear policy that outlines the process for conducting background checks and ensures consistency across all candidates.</li>
    <li>Ensure transparency by informing candidates about the screening process and obtaining their consent.</li>
    <li>Use a reputable third-party screening service that complies with all relevant laws and standards.</li>
    <li>Regularly review and update your policies to reflect changes in laws and regulations.</li>
</ul>

<figure id="figure-7aeuh6at5m9ixl6z1"><img id="7aeuh6at5m9ixl6z1" src="https://cdn.durable.co/getty/11wDK9MWF6PpVQ0AobcTQCUjQyHEsXJmIVALZP7j2P6GdPtmrmXsuOBUmS3HWCFD.jpeg" alt="compliance strategy" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h3>The Role of Technology in Ensuring Compliance</h3>
<p>Leveraging technology can streamline compliance efforts. Many HR software solutions offer features that help automate the background check process while ensuring adherence to legal requirements. These platforms can provide real-time updates on regulatory changes, helping employers stay compliant with evolving laws.</p>

<p>Additionally, using technology can enhance data security, protecting sensitive candidate information from unauthorized access and reducing the risk of data breaches.</p>

<h3>The Importance of Training and Awareness</h3>
<p>Ensuring that your HR team is well-trained in legal compliance is essential. Regular training sessions can keep employees updated on best practices and legal obligations regarding criminal history and drug screening checks.</p>

<p>Encouraging an open dialogue about compliance issues can also foster a culture of transparency and accountability within your organization, ultimately leading to more informed hiring decisions and a safer workplace.</p>

<p>By prioritizing legal compliance in your screening processes, you not only protect your organization from potential legal challenges but also contribute to a fairer hiring landscape. With careful planning and ongoing education, employers can navigate this complex area confidently and responsibly.</p>

Ensuring Legal Compliance in Criminal History and Drug Screening Checks

<figure id="figure-oya712o7km9io3gej"><img id="oya712o7km9io3gej" src="https://cdn.durable.co/blocks/18njKjwCQ9twgFIHGMRcYOm4g3TjL7DVBxxDRYTS9oqYb6W0VdR01MY9NMl0GSPX.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/18njKjwCQ9twgFIHGMRcYOm4g3TjL7DVBxxDRYTS9oqYb6W0VdR01MY9NMl0GSPX.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Allen Theatres to Pay $250,000 to Settle EEOC Age Discrimination Lawsuit</p><p>ALBUQUERQUE, N.M. – Allen Theatres, Inc., a regional movie theater chain operating in New Mexico, Arizona, and Colorado, has agreed to pay $250,000 to resolve a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The suit alleged violations of the Age Discrimination in Employment Act (ADEA) related to the treatment of older employees.</p><p>According to the EEOC’s complaint, Allen Theatres’ president compelled Abby Parrish—a theater manager in Clovis, New Me</p><p>xico with 31 years of service—to retire in September 2020 due to his age (73). The company subsequently denied Parrish the opportunity to return to work when theaters reopened in March 2021 following COVID-related closures.</p><p>The EEOC further alleged that Allen Theatres implemented a discriminatory compensation policy that discontinued family health insurance coverage for employees over the age of 65, under the assumption that Medicare eligibility rendered such coverage unnecessary. This policy allegedly affected a class of employees age 65 and older, including Charles Green, the company’s Director of IT based in Las Cruces, New Mexico, resulting in reduced compensation for those employees.</p><p>Such practices are prohibited under the ADEA, which protects individuals aged 40 and older from employment discrimination based on age. The EEOC filed the lawsuit in the U.S. District Court for the District of New Mexico (Civil Action No. 1:24-cv-00965-KWR-KK).</p><p>Under the terms of the two-year consent decree, Allen Theatres will:</p><p>Provide $250,000 in monetary relief to Parrish and other affected individuals.<br>Extend health insurance benefits under the company’s health plan to all current employees aged 65 and older who are not already enrolled.<br>Revise company policies to expressly prohibit age-based discrimination and retaliation.<br>Implement comprehensive training and procedures to address and prevent age discrimination.<br>Submit regular reports to the EEOC regarding policy updates, employee complaints, and training activities.<br>Statements from the EEOC</p><p>“The EEOC commends Allen Theatres for its cooperation in reaching an early resolution,” said Mary Jo O’Neill, Regional Attorney for the EEOC’s Phoenix District Office. “Employers must not impose arbitrary retirement decisions based on age. Workers who are qualified, capable, and performing well deserve the right to continue working, regardless of their age.”</p><p>Melinda Caraballo, District Director of the Phoenix District Office, added, “Age should never be a factor in determining an employee’s access to benefits or continued employment. Training and policy enforcement are critical to ensuring that all workers are treated equitably.”</p><p>Statements from Class Members</p><p>Class member Charles Green expressed appreciation for the EEOC’s efforts: “I’m grateful to the EEOC for the time and work invested in this case, and I sincerely appreciate being included in the resolution.”</p><p>Abby Parrish also shared his perspective: “When I was told I had to retire, I knew it wasn’t right. I’m thankful to the EEOC team in Albuquerque, especially Mary Jo, for advocating on our behalf and achieving a positive outcome.”</p><p>For more information about age discrimination in the workplace, visit the EEOC’s website at <a href="http://www.eeoc.gov/age-discrimination" data-mce-href="http://www.eeoc.gov/age-discrimination">www.eeoc.gov/age-discrimination</a>.</p><p><a href="mailto:steve@hrplus.consulting" data-mce-href="mailto:steve@hrplus.consulting">Contact us</a> for expert advice on navigating HR issues.&nbsp;&nbsp;</p>

From the EEOC: Allen Theatres to Pay $250,000 to Settle EEOC Age Discrimination Lawsuit

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