Blog

<h2>Understanding HR Compliance</h2><p>For small businesses operating in North Carolina, navigating the complex landscape of HR compliance is crucial. Non-compliance can lead to hefty fines and legal issues. Therefore, understanding the key HR compliance issues is essential for maintaining a healthy business environment.</p><p>North Carolina has its own set of employment laws in addition to federal regulations. Small businesses must adhere to both to ensure they are not violating any laws. Let's delve into some of the top HR compliance issues that small businesses in the state face.</p><figure id="figure-38wpotj9camapbmiof"><img id="38wpotj9camapbmiof" src="https://media.gettyimages.com/id/1359146574/photo/box-checking-ticking.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=YnaqVi3L6hHoiHG5HlxqiEOfu84UTCf-mSOt_8jFzC0=" alt="hr compliance" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1359146574/photo/box-checking-ticking.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=YnaqVi3L6hHoiHG5HlxqiEOfu84UTCf-mSOt_8jFzC0=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Wage and Hour Laws</h2><p>One of the primary HR compliance challenges is adhering to wage and hour laws. North Carolina follows the federal minimum wage rate, but businesses need to be aware of overtime regulations as well. The law requires that non-exempt employees receive overtime pay for hours worked over 40 in a workweek, at a rate of one and a half times their regular pay.</p><p>Additionally, employers must keep accurate records of employee hours and wages. Failure to comply with these regulations can result in penalties and lawsuits. It's vital for small businesses to implement an effective timekeeping system to track hours accurately.</p><h3>Employee Classification</h3><p>Misclassification of employees is another significant compliance issue. Small businesses often struggle with correctly classifying workers as employees or independent contractors. Misclassification can lead to legal complications regarding taxes, benefits, and employment rights.</p><figure id="figure-ffquyng217mapbmiof"><img id="ffquyng217mapbmiof" src="https://media.gettyimages.com/id/1306092452/photo/woman-working-with-human-resources-software-on-computer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=dnP-83E7kRpYBmf9kOGh-5AFpxpoYbmoVOsmwqjeCNs=" alt="employee classification" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1306092452/photo/woman-working-with-human-resources-software-on-computer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=dnP-83E7kRpYBmf9kOGh-5AFpxpoYbmoVOsmwqjeCNs=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Workplace Safety</h2><p>Ensuring a safe work environment is not just a moral obligation but a legal one. North Carolina's Occupational Safety and Health Division (OSHNC) enforces workplace safety standards that businesses must follow. This includes maintaining hazard-free workplaces and providing necessary safety training to employees.</p><p>Small businesses should regularly review safety protocols and conduct trainings to minimize workplace injuries and illnesses. Non-compliance with safety standards can lead to severe penalties and harm employee morale.</p><h3>Anti-Discrimination Laws</h3><p>Compliance with anti-discrimination laws is crucial for fostering an inclusive workplace. Both federal and state laws prohibit discrimination based on race, color, religion, sex, national origin, age, disability, and more. Small businesses must implement policies that promote equality and address any form of workplace discrimination promptly.</p><figure id="figure-a0paobbqj4mapbmiof"><img id="a0paobbqj4mapbmiof" src="https://media.gettyimages.com/id/79306859/photo/colleagues-in-restaurant.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=yWvPEGISUGPBbv-UplkpxHllsNpXQEMLiq6pNjl3Vl8=" alt="workplace diversity" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/79306859/photo/colleagues-in-restaurant.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=yWvPEGISUGPBbv-UplkpxHllsNpXQEMLiq6pNjl3Vl8=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Benefits Administration</h2><p>Administering employee benefits is another challenging area for small businesses. Compliance with regulations like the Affordable Care Act (ACA) is essential for businesses offering health insurance coverage. Additionally, understanding Family and Medical Leave Act (FMLA) requirements and ensuring employees can access their benefits without discrimination is critical.</p><p>Small business owners should stay informed about changes in benefit regulations and consider working with HR professionals or legal advisors to navigate these complexities effectively.</p><h3>Do you need help?</h3><p>HR compliance can be daunting for small businesses in North Carolina, but staying informed and proactive can mitigate risks. By understanding key compliance issues such as wage laws, employee classification, workplace safety, anti-discrimination laws, and benefits administration, small businesses can create a compliant and harmonious workplace.</p><p>Investing time in regular training and consultation with HR experts can help small businesses navigate these challenges efficiently, ensuring they remain compliant and successful in their operations.</p><p>Contact us at https://hrplus.consulting/contact</p>

Top HR Compliance Issues for Small Businesses in North Carolina

Human resources management concept. Headhunters recruit employees using candidate resumes displayed on a virtual screen. Employee information, job applicants, and staff icons for HR recruitment.

<h2>The Unique Value of Human Touch</h2><p>In today's fast-paced digital world, the question often arises: Can artificial intelligence (AI) truly replace human resources (HR)? While AI has transformed various industries with its efficiency and data-driven insights, the human touch remains irreplaceable in HR. Human resources play a vital role in fostering workplace culture, mediating conflicts, and nurturing employee relations—tasks that require empathy and emotional intelligence, qualities that AI lacks.</p><figure id="figure-51pvews4ibmafi3gbu"><img id="51pvews4ibmafi3gbu" src="https://cdn.durable.co/getty/3bdQTbZptJPDbjHUF4VXmoD2fMPAX6nlkUuUV0i1jwc2M0dIVR5AjuuaCfu5hLn8.jpeg" alt="human interaction" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/3bdQTbZptJPDbjHUF4VXmoD2fMPAX6nlkUuUV0i1jwc2M0dIVR5AjuuaCfu5hLn8.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Understanding Complex Human Emotions</h3><p>AI may be adept at analyzing data sets and identifying patterns, but it falls short when it comes to understanding complex human emotions. HR professionals excel in reading between the lines, picking up on subtleties in tone and body language that machines simply cannot perceive. This ability enables them to address sensitive issues with compassion and understanding, creating a supportive environment for employees.</p><h3>Personalized Employee Engagement</h3><p>One of the cornerstone responsibilities of HR is employee engagement. Unlike AI, which typically relies on standardized algorithms, HR professionals can offer personalized interactions tailored to individual needs. They can recognize when an employee might need encouragement or additional resources to thrive, thereby contributing to higher job satisfaction and retention rates.</p><figure id="figure-vzysmhvytkmafi3pm9"><img id="vzysmhvytkmafi3pm9" src="https://cdn.durable.co/getty/b6GRpJ0QoRiHnkB73GNUf6Zl4eWq8DAUTepuhkMooKnzP8OvQ60xd6FhoOKJfGT0.jpeg" alt="office teamwork" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/b6GRpJ0QoRiHnkB73GNUf6Zl4eWq8DAUTepuhkMooKnzP8OvQ60xd6FhoOKJfGT0.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h2>The Art of Conflict Resolution</h2><p>Workplace conflicts are inevitable, and resolving them requires more than just logical reasoning. HR professionals are trained to mediate disputes by considering the emotions and perspectives of all parties involved. While AI can provide data on past conflicts or suggest standard solutions, it cannot replicate the nuanced negotiation skills of a human mediator.</p><h3>Strategic Decision Making</h3><p>HR is not just about managing people; it's also about strategic decision-making. HR professionals often play a key role in shaping company policies and aligning human capital with organizational goals. Their ability to combine emotional intelligence with business acumen allows them to make decisions that balance both employee welfare and company objectives. This strategic insight is something AI is not equipped to offer.</p><figure id="figure-tojrze3dkmafi3tvy"><img id="tojrze3dkmafi3tvy" src="https://cdn.durable.co/getty/10BSNnaQ58ELwI0yXOWgFQ0SBqHalaFtkzukzpOlJ6XHpFEwZzt1JuTVmInxqjuF.jpeg" alt="business strategy" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/10BSNnaQ58ELwI0yXOWgFQ0SBqHalaFtkzukzpOlJ6XHpFEwZzt1JuTVmInxqjuF.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Building a Diverse and Inclusive Workplace</h3><p>Diversity and inclusion are crucial for modern workplaces, and HR professionals are at the forefront of these initiatives. They have the cultural awareness and sensitivity needed to recruit diverse talent and foster an inclusive environment. While AI can assist in identifying biases within recruitment processes, it lacks the cultural intelligence to drive meaningful change in diversity efforts.</p><h3>The Future of HR and AI Collaboration</h3><p>As we look to the future, it's clear that AI will continue to enhance HR functions by automating routine tasks and providing analytical insights. However, the human element will always be essential in areas where empathy, intuition, and personal judgment are paramount. The future lies in collaboration, where AI supports HR professionals in creating more efficient and human-centric workplaces.</p><p>While AI is a powerful tool that can augment HR capabilities, it should never replace the essential human elements that drive effective people management. The synergy between AI and HR will undoubtedly lead to more innovative solutions for workforce challenges, but at its core, human resources will always require a human touch.</p>

Why AI Should Never Replace Human Resources

<h2>The Importance of Training for New Managers</h2><p>Transitioning from an individual contributor to a managerial role is a significant step in one's career. It's not just about overseeing tasks but also about leading and inspiring a team. The question is, who really trains new managers to ensure they are prepared for these challenges?</p><p>Many companies assume that promoting a successful employee into management is a natural progression. <strong>However, without proper training, new managers often find themselves struggling.</strong> The skills required to manage people effectively are different from those needed in non-managerial roles.</p><figure id="figure-68om36hd4qmaeljy10"><img id="68om36hd4qmaeljy10" src="https://cdn.durable.co/getty/0EBL6K9lG2pjdGvnmTNkJWbhbPcrjKP3VfCNdNMsqc1IgKpleFLiFA8oFacpNNtB.jpeg" alt="manager training" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/0EBL6K9lG2pjdGvnmTNkJWbhbPcrjKP3VfCNdNMsqc1IgKpleFLiFA8oFacpNNtB.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Role of the Human Resources Department</h3><p>The Human Resources (HR) department plays a crucial role in training new managers. HR professionals are responsible for designing and implementing management training programs. These programs often include workshops, seminars, and courses designed to equip new managers with essential skills such as conflict resolution, communication, and team building.</p><p>HR departments also provide new managers with resources and tools that can help them navigate their new roles. This might include access to management books, online courses, and mentorship opportunities. By offering these resources, HR ensures that managers have the foundational knowledge needed to succeed.</p><h3>Mentorship and Peer Support</h3><p>Another essential component of training new managers is mentorship. Pairing new managers with experienced leaders within the organization can provide invaluable guidance and support. Mentors can offer insights into company culture, share personal experiences, and help new managers develop their leadership style.</p><figure id="figure-ikdj3dyyyomaelk5ti"><img id="ikdj3dyyyomaelk5ti" src="https://cdn.durable.co/getty/92y4k6KJrjGmYGOL5vFNMPlsexYVPxmBOukNkaSUcwrRSZoZa7LafSVqMj3XJpEW.jpeg" alt="mentorship" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/92y4k6KJrjGmYGOL5vFNMPlsexYVPxmBOukNkaSUcwrRSZoZa7LafSVqMj3XJpEW.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><p>Peer support is equally important. Encouraging new managers to connect with others in similar roles can foster a sense of community and provide a platform for sharing challenges and solutions. Regular meetings or discussion forums can be set up to facilitate this exchange of ideas.</p><h3>Role of External Training Providers</h3><p>In addition to internal resources, many organizations turn to external training providers to supplement their management development efforts. These providers offer specialized programs that focus on leadership skills, emotional intelligence, and strategic thinking.</p><p>External training can offer fresh perspectives and introduce new management techniques that might not be covered internally. It also provides an opportunity for new managers to network with peers from other companies, broadening their understanding of industry best practices.</p><figure id="figure-uwk81g8o76maelkd9s"><img id="uwk81g8o76maelkd9s" src="https://cdn.durable.co/getty/131xlQWhFWltmo0xtZaC5mO3dxRcjxulMPrzTpQMuC6bDoo37jbnJn6X4Q03Tzcf.jpeg" alt="external training" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/131xlQWhFWltmo0xtZaC5mO3dxRcjxulMPrzTpQMuC6bDoo37jbnJn6X4Q03Tzcf.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>The Manager's Own Initiative</h3><p>Ultimately, while companies can provide resources and support, the responsibility also lies with the new manager to take charge of their development. Proactively seeking feedback, setting personal development goals, and continuously learning are crucial for growth.</p><p>Encouraging a culture where continuous improvement is valued and supported can empower new managers to seek out opportunities for learning both within and outside the organization.</p><h2>The Collective Responsibility</h2><p>Training new managers is a collective responsibility that involves HR departments, mentors, external training providers, and the managers themselves. By investing in comprehensive training programs and fostering an environment of continuous learning, organizations can equip new managers with the skills they need to lead effectively.</p><p>Ultimately, well-trained managers not only contribute to the success of their teams but also play a vital role in driving the organization forward.</p><p>Contact us at https://hrplus.consulting/contact</p>

Who Really Trains New Managers?

HR, People analytics concept. Transforming HR landscape to achieve sustainable business success. Deeply data driven and goal focused people processes, functions, challenges, and opportunities at work.

<h2>Understanding HR Compliance</h2><p>Human Resources (HR) compliance is a critical aspect for businesses. <strong>It involves adhering to all legal standards set by federal, state, and local regulations.</strong> Despite its importance, many companies often find themselves unintentionally making mistakes that can lead to significant consequences.</p><p><strong>Compliance errors can result in hefty fines, legal battles, and a tarnished reputation.</strong> Therefore, understanding and avoiding these common pitfalls is essential for any business aiming to maintain smooth operations and a positive work environment.</p><figure id="figure-qkceg3uhcmal1b7vg"><img id="qkceg3uhcmal1b7vg" src="https://media.gettyimages.com/id/1359146574/photo/box-checking-ticking.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=YnaqVi3L6hHoiHG5HlxqiEOfu84UTCf-mSOt_8jFzC0=" alt="hr compliance" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1359146574/photo/box-checking-ticking.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=YnaqVi3L6hHoiHG5HlxqiEOfu84UTCf-mSOt_8jFzC0=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Inadequate Documentation Practices</h2><p>One of the most prevalent mistakes is poor documentation. Businesses frequently fail to maintain accurate and comprehensive records of employee information, performance reviews, and disciplinary actions. This lack of documentation can become problematic if disputes arise, as there will be no reliable records to reference.</p><p><strong>To mitigate this risk, businesses should implement robust documentation practices.</strong> This includes maintaining up-to-date employee files and ensuring all HR-related communications are recorded. Regular audits can also help ensure that all necessary documentation is complete and compliant with regulations.</p><h2>Misclassification of Employees</h2><p>Misclassifying employees is another frequent compliance error. Businesses sometimes incorrectly classify workers as independent contractors instead of employees to avoid paying benefits and taxes. Also, paying an employee a salary, when they do not qualify for such, to reduce overtime costs is an error as well. However, these mistakes can lead to severe penalties if discovered during an audit or lawsuit.</p><figure id="figure-phq4dg5lpmal1b7vg"><img id="phq4dg5lpmal1b7vg" src="https://media.gettyimages.com/id/1306092452/photo/woman-working-with-human-resources-software-on-computer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=dnP-83E7kRpYBmf9kOGh-5AFpxpoYbmoVOsmwqjeCNs=" alt="employee classification" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1306092452/photo/woman-working-with-human-resources-software-on-computer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=dnP-83E7kRpYBmf9kOGh-5AFpxpoYbmoVOsmwqjeCNs=" data-mce-style="aspect-ratio: 16/9;"></figure><p>To prevent this, it’s crucial to understand the distinction between contractors and employees and how exemptions are applied under the Fair Labor Standards Act (FLSA). <strong>Companies should regularly review their workforce classifications to ensure they are accurate and compliant with the law.</strong></p><h2>Overlooking Wage and Hour Laws</h2><p>Failure to comply with wage and hour laws is a common issue among businesses and can cost you dearly! This includes not paying overtime, failing to comply with minimum wage laws, or not providing employees appropriate notice prior to compensation changes taking effect.&nbsp;&nbsp;</p><p><strong>Businesses must stay informed about both federal and state labor laws, as they can vary significantly</strong>. Implementing a reliable time-tracking system can help ensure all employees are compensated accurately for their work hours.</p><h2>Ineffective Employee Training</h2><p>Many compliance issues stem from insufficient employee training. Employees who are not adequately informed about company policies or legal requirements may inadvertently violate them, leading to compliance breaches.</p><figure id="figure-8at8fdl9ugmal1b7vg"><img id="8at8fdl9ugmal1b7vg" src="https://media.gettyimages.com/id/2075853767/photo/construction-teamwork-and-people-in-meeting-for-planning-brainstorming-and-discussion-in.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=1OrmVZgCvO3ng5Wm9AiDfCs1g4jOtofdVLwloDm2-T0=" alt="employee training" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/2075853767/photo/construction-teamwork-and-people-in-meeting-for-planning-brainstorming-and-discussion-in.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=1OrmVZgCvO3ng5Wm9AiDfCs1g4jOtofdVLwloDm2-T0=" data-mce-style="aspect-ratio: 16/9;"></figure><p>To address this, businesses should invest in comprehensive training programs that cover essential topics such as workplace safety, anti-discrimination laws, and company policies. Regular refresher courses can also help keep employees updated on any changes in regulations.&nbsp;&nbsp;</p><h2>Neglecting to Update Policies</h2><p>As laws and regulations evolve, it’s vital for companies to regularly review and update their HR policies to remain compliant.<strong> Failing to do so can result in outdated practices that do not align with current legal standards.</strong></p><p>Businesses should establish a routine schedule for policy reviews and updates. Engaging with legal experts can also provide valuable insights into emerging compliance requirements, ensuring that the company stays ahead of potential issues.</p><h2>What Can You Do?</h2><p>HR compliance is a complex yet crucial component of running a successful business. By understanding and addressing common compliance mistakes, companies can safeguard themselves against legal repercussions and foster a positive work environment.</p><p><strong>Focusing on accurate documentation, proper employee classification, adherence to wage laws, effective training, and regular policy updates will help businesses navigate the intricate landscape of HR compliance with confidence.</strong></p><p>Contact us for assistance at <a href="https://hrplus.consulting" data-mce-href="https://hrplus.consulting">HR+ Consulting</a></p>

Common HR Compliance Mistakes Made by Business Leaders

<p>This article from the EEOC: Federal Agency Says Construction Parts and Auto Mechanic Companies Subjected Four Employees to Racial Slurs</p><p>MIAMI – Three Florida construction parts and auto mechanic companies have agreed to pay $215,699 and furnish other relief to settle a race and national origin discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.</p><p>According to the EEOC’s lawsuit, Trebor USA Corp., Colt Truck Care, LLC, and Wholesale Building Products, LLC, <strong>subjected Black and Hispanic employees to racial slurs, including supervisors calling employees the “N-word,” “lazy spic,” and “boys.” The EEOC further alleged that the company was aware of the harassment, as one of the supervisors had previously been disciplined for making racist comments in the workplace.</strong> Nevertheless, when one of the employees reported the abuse to human resources, he was fired within two weeks, the EEOC said.</p><p>This alleged conduct violated Title VII of the Civil Rights Act of 1964, which protects individuals from workplace discrimination and harassment. The EEOC filed suit on Sept. 30, 2024 in U.S. District Court for the Southern District of Florida (EEOC v. Trebor USA Corp., Case No. 0:24-cv-61817) after first attempting to reach a pre-litigation settlement through its conciliation process.</p><p><strong>In addition to over $215,000 in damages, the three-year consent decree settling the suit requires the companies to amend their equal employment opportunity policies; conduct training for human resources personnel, management personnel, and all non-supervisory employees; provide reports to the EEOC; and post anti-discrimination notices.</strong> In addition, the companies agreed to design an internal audit of the companies’ work assignments to ensure work is not assigned based on national origin and/or race.</p><p>“Employers must take reports of harassment seriously,” said Evangeline Hawthorne, district director for the EEOC’s Miami District. “When an employee complains, the law requires employers to thoroughly investigate and take effective action to remedy a hostile work environment.”</p><p>EEOC Regional Attorney Kristen Foslid said, “I am very pleased that we were able to negotiate a prompt and successful resolution of this lawsuit. The changes required by the consent decree should ensure that the workplaces will be free of unlawful harassment going forward.”</p><p>For more information on race and color discrimination, please visit https://www.eeoc.gov/racecolor-discrimination. For more information on national origin discrimination, please visit https://www.eeoc.gov/national-origin-discrimination. For more information on harassment, please visit https://www.eeoc.gov/harassment.</p><p>The EEOC’s Miami District Office is comprised of the Miami, Tampa and San Juan offices, and has jurisdiction over Florida, Puerto Rico and the U.S. Virgin Islands.</p><p>The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division; the EEOC is responsible for investigating charges against state and local government employers before referring them to DOJ for potential litigation. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.</p><p>Original article found at <a href="https://www.eeoc.gov/newsroom/trebor-usa-colt-truck-care-and-wholesale-building-products-pay-over-215000-eeoc-race-and" data-mce-href="https://www.eeoc.gov/newsroom/trebor-usa-colt-truck-care-and-wholesale-building-products-pay-over-215000-eeoc-race-and">https://www.eeoc.gov/newsroom/trebor-usa-colt-truck-care-and-wholesale-building-products-pay-over-215000-eeoc-race-and</a></p><p><strong>HR+ Consulting can help avoid costly issues in the workplace.&nbsp; Contact us today at <a href="https://hrplus.consulting/contact" data-mce-href="https://hrplus.consulting/contact">https://hrplus.consulting/contact</a></strong></p><p><br></p>

From the EEOC: Trebor USA, Colt Truck Care and Wholesale Building Products to Pay Over $215,000 in EEOC Race and National Origin Harassment Lawsuit

<p>Settles Federal Suit Charging Fitness Center Subjected Employees, Including Teenagers, to Hostile Work Environment, Causing an Employee to Quit<br>MINNEAPOLIS – The St. Cloud Area Family YMCA will pay $140,000 and provide other relief to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.</p><p>The EEOC charged in its suit that the St. Cloud Area Family YMCA subjected female employees, including two teenagers, to sexual harassment by one of its managers. The manager repeatedly propositioned one of the employees for sex, made unwelcome sexual comments about the female employees’ bodies and physical appearance, and made demeaning comments about women. The employees reported the harassment to management, which failed to take prompt action to stop the harassment. As a result, one of the employees had to resign to avoid the harassment, the EEOC said.</p><p>Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including sexual harassment. Title VII also prohibits constructive discharge, which involves discriminatory conditions so intolerable that a reasonable person would feel compelled to resign. The EEOC filed suit (EEOC v. St. Cloud Area Family YMCA, Civil Action No. 24-cv-03738 LMP-LIB) in U.S. District Court for the District of Minnesota after first attempting to reach a pre-litigation settlement through its administrative conciliation process.</p><p>Under the consent decree settling the suit, the YMCA will pay $140,000 in compensation to three former female employees who were harassed. The decree also requires the YMCA to revise its harassment and discrimination policies, periodically survey its employees to monitor for any further sexual harassment and report future complaints of such harassment to the EEOC. The YMCA will also provide training to management employees about their obligations under federal law to prevent and take action against sexual harassment.</p><p>For more information on sexual harassment, please visit https://www.eeoc.gov/sexual-harassment.</p><p>The EEOC’s Youth@Work website presents information for teens and other young workers about employment discrimination, including curriculum guides for students and teachers and videos to help young workers learn about their rights and responsibilities.</p><p>The EEOC’s Chicago District Office has jurisdiction over Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.</p><p>The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division; the EEOC is responsible for investigating charges against state and local government employers before referring them to DOJ for potential litigation. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.</p>

HR+ Consulting

Blog

Top HR Compliance Issues for Small Businesses in North Ca...

Why AI Should Never Replace Human Resources

Who Really Trains New Managers?

Common HR Compliance Mistakes Made by Business Leaders

From the EEOC: Trebor USA, Colt Truck Care and Wholesale ...

From the EEOC: Cloud Area Family YMCA to Pay $140,000 in ...