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EEOC

A hiring system has particular importance for organizations with 15 or more employees because of the record keeping requirements of Title VII of the Civil Rights Act and related laws. Title VII makes it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, national origin or sex and requires the maintenance of records for all "applicants" as well as persons hired.

Furthermore, organizations with 100 or more employees (50 or more for certain organizations with government contracts) are required to file the Employer Information Report (EEO-1) each year by September 30.

Organizations that fail to comply with these requirements increase their exposure to lawsuits arising from discrimination investigations launched by the EEOC. A hiring system such as AutoHire manages the record keeping automatically, providing compliance and a defense when problems arise. The system collects resumes and employment applications online and places them in your own private database to retrieve at any time for up to 3 years. The information needed for the EEO-1 is collected by the system and provided in a pre-defined template report that can be filtered by Location, Gender and date range. Information needed to comply with Title VII is collected from job applicants through a voluntary survey presented during the online job application process and is recorded in the database for each job/candidate record.

Customizable candidate job application statuses enable you to easily create the right steps for screening, selecting, and hiring. A history of all status updates for each job/candidate record is maintained in the system and applicant flow logs required for reporting and audits can easily be created at any time using the ad-hoc reporting feature. Also, all communications with applicants, automated and user-generated, are maintained by the system for easy retrieval by date, applicant, or job posting when needed.

Without this information, an organization would have little chance of defending itself when a charge of discrimination is brought by any person that claims to be an applicant for a job opportunity once announced.

For more information regarding these legal issues, please visit the EEOC web site.



 






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