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EEOC and DFEH Compliance Under both federal and state regulatory schemes, employers are subject
to mandatory surveillance of hiring, promotion, and layoff practices as a
means of preventing discrimination against protected class members within
the employee ranks. For many companies, employee statistics must be
compiled periodically and submitted to the government for this purpose and
an employer's failure to provide accurate and timely data can result in
costly monetary consequences and expose the employer to heightened
governmental scrutiny. The same data may be obtained and used by civil
litigants who charge discrimination based on disparate impact. We assist
our corporate clients in creating and maintaining employee statistics and
complying with reporting obligations. We use nationally recognized
statistical experts to assist us in this work. We audit and analyze the
statistical data to minimize exposure to class-action discrimination
claims and lawsuits in hiring, promotion, termination, wages, and
employment benefits based on race, age, gender and other prohibited
statutory categories. We also make appropriate recommendations regarding
employment practices that may be viewed as discriminatory in nature. We
also handle complaints or prosecution by either the Federal Equal
Employment Opportunity Commission (EEOC) or applicable state fair
employment and housing agencies. Clement Kong and Jill Peterson (who
formerly headed the California Department of Fair Employment and Housing)
co-chair this practice area (see Biographies). |
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