Help Ensure Your Organization Is Aligned With Current Federal Expectations
Over the past several weeks, we have examined what is illegal DEI discrimination according to the Trump Administration. As we discussed, EO 14173 revokes previous federal mandates (such as affirmative action requirements) and places a renewed emphasis on merit-based employment decisions.
As many once-common DEI practices, such as using demographic quotas or race-based hiring goals, now present potential legal risks, it is imperative that your business or organization issue an official policy statement to ensure your business is aligned with current federal expectations.
Doing this can help to:
- Identify and eliminate high-risk practices.
- Prevent discrimination claims from employees.
- Reduce exposure to government audits or legal scrutiny.
- Avoid violations of federal contracting rules and EEO laws.
Though legal challenges are anticipated, with civil rights organizations and advocacy groups preparing to contest the order’s provisions, an official policy statement will provide you with a safe harbor to fall back on as long as the order is in effect.
At Synergy HR, we’ve developed a sample policy statement that you can use and customize to the needs of your own organization.
If you need assistance or additional guidance around what particular activities that the EEOC describes as unlawful, contact us today.
Is your Employee Handbook
2025 Compliant?
Like it or not, recent federal and state law changes, regulatory changes and precedent-setting federal case law have necessitated the updating of your policies, procedures and forms.
And these required updates apply to employers of all sizes.
These revisions should have been in place by January 1, 2025.
Synergy Human Resources is available to help ensure that your policies, procedures and forms are updated and compliant for the new year.
