8 平等就业机会和遵从法规的调查问卷

EqualEmploymentOpportunityandRegulatoryComplianceQuestionnaire平等就业机会和遵从法规的问卷调查：Policiesandpracticestoensurecompliancewithequalemploymentopportunitylawsandothergovernmentalregulationsastheyrelatetorecruitment,selection,placement,compensationandtreatmentofemployeeswhileenhancingthevalidityandeffectivenessofrelatedpersonnelsystems.当加强相关职员系统的合法性和有效性时，政策和实行能确保符合平等就业机会的劳动法，以及其他政府规定，因为它们和员工的招聘，选择，安置，补偿以及待遇有直接的关联。Doesyourorganizationhaveastatedpolicycoveringequalemploymentopportunityaswellasitscompliancewithallapplicablediscriminationlaws?你们组织是否有关于一个政策规定，它包含了平等就业机会，及其遵从所有可适用的反歧视法？Doesyourorganizationexplicitlystateitspositionagainstdiscriminationbecauseof:Race?Color?Sex?Religion?Sexualorientation?Physical/mentalhandicapordisability?Age?Nationalorigin?Ancestry?Maritalstatus?Howisthispolicycommunicatedinsideandoutsidetheorganization?你们组织是否有明文规定，不能因为如下原因的歧视而抵制相应的职位？种族，肤色，性别，宗教，性取向，身体/精神上的障碍或残疾，年龄，国籍，门第，婚姻状况？IsthereonepositionwithintheorganizationaccountableforoverseeingandcoordinatingEEOpoliciesandprocedures?你们组织内部是否有人负责监督和协调EEO（平等就业机会）的政策和程序？Isthereareviewprocesstokeeptheorganizationup-to-dateregardingregulatoryissuesandcompliance?是否有评审程序在来监督组织在法规问题和合法性上时刻保持更新？Arejobopeningsanalyzedforjob-relatedskills,education,knowledgeandabilityrequirements?针对空缺岗位，是否有针对职位相关技能，教育程度，知识状况和能力需求方面有分析？Areselectioncriteriabasedonthesejob-relatedrequirements?Canallhiringdecisionsbedefendedagainstthesecriteria?选择标准是否建立在与职位相关的需求上？所有聘用决定都能依据这些标准吗？Arealltestsusedinthehiringprocessvalid?在聘用员工过程中所用到的测试都是有效的吗？Areallhiringmanagerstrainedinnondiscriminatoryhiringpractices?所有招聘经理是否有受过非歧视雇佣原则的培训？Hastheemploymentapplicationbeenreviewedtoensurethatitmeetsallequalemploymentopportunityrequirements?职位申请是否有被评估过，以此来确保它符合所有平等就业机会的要求？Isthereaninternalprocessforemployeestoregistercomplaintsconcerningdiscriminationandharassment?是否有员工内部程序，来登记关于歧视和性骚扰的投诉?Doesyourorganizationhaveanexplicitpolicyagainstsexualharassment?Hasaproceduretoresolvesexualharassmentclaimsbeenimplemented?你们素质是否有明文规定来抵制性骚扰？是否有一个执行解决性骚扰投诉的程序？12.Doyouoffertrainingtomanagementonsexualharassmentawarenessandlegalrequirements?你是否有向管理系统提出关于性骚扰意识和法律规定的培训？DoesyourorganizationconformtoallprovisionsoftheAmericanswithDisabilitiesAct(ADA)?你们组织是否遵守ADA(美国残疾人法案)的所有条款？Doesyourorganizationhaveapolicystatementthatprohibitsdiscriminationagainstqualifiedhandicappedordisabledindividuals?你们组织是否有一个政策规定，严格杜绝对合格的残疾人或残疾人个人的歧视？Doyourorganization’sjobdescriptionsdistinguishbetweenthosequalifications,physicalrequirements,dutiesandresponsibilitieswhichareessentialandthosewhicharenonessential?你们组织的职位描述在资格上，身体要求，职责和责任方面是否有分清哪些是必需的，哪些是不必要的？Arepolicymanuals,handbooks,recruitmentnotices,jobpostingsandadvertisementsconsistentregardingqualifiedindividualswithaphysicalormentalimpairmentofamajorlifeactivity?对于有影响大半辈子的身体或脑力缺陷的合格员工，其政策规定，手册，招聘信息，简历投递和商业广告是否一致？Candisabledindividualsapplyforjobopeningsandgainaccesstothepremises?Isthereareviewprocessforemployeerestrictionsandreasonableaccommodationrequests?残疾人是否能申请缺岗职位，并获得场地内？针对员工限制和合理的住宿要求，是否有一个审查程序？IfyouareaFederalorStategovernmentagency,doesyourorganizationconformtotherequirementoftheVeterans5PreferenceAct?如果你是联邦或国家政府代理商，你的组织是否符合退伍军人行为法的要求？Doesyourorganizationhaveagovernmentsupplies/servicecontractorsubcontractof$50,000ormoreinany12-monthperiod?Ifyes,doesithaveanAffirmativeActionPlan(AAP)inplaceforeachoftheorganization’sestablishments?你的组织是否有一个在任何12个月内，关于政府物料供应/服务合同或五万美元或以上的分包合同？如有，是否有对每个组织的建立制定一个现成的AAP（肯定行为计划）？AreallAAPsdevelopedaccordingtotheOfficeofFederalContractsCompliancePrograms（OFCCP）guidelines,including:是否所有的AAP都是根据OFCCP（联邦合同履约OFFICE程序）的规范来发展的，包括？AffirmativeActionPlanNarrative?肯定行为计划叙事？WorkforceAnalysis?劳动力分析JobGroupAnalysis?工作组分析？AvailabilityAnalysis?可用性分析？UtilizationAnalysis?利用分析？GoalsandTimetables?目标和时间表？Doesyourorganizationconductaself-EEO/AAPauditonaperiodicbasis?你们组织是否有定期对自身做一个EEO/AAP（平等就业机会/肯定行为计划）的审查？DoesyourorganizationhaveahiringprocedureregardingtheexaminationofdocumentstoverifyapplicantidentityandauthorizationtoworkintheUnitedStatesasspelledoutintheImmigrationReformandControlAct（IRCA）?你们组织是否有一个聘用程序，以考试形式来核实申请人的身份，并按IRCA（移民改革和控制法）所述，授权在美国工作？DoesyourorganizationhaveaFederalcontractorsubcontractof$25,000ormore?你们组织是否有一份联邦合同或价值2.5万美元或更多的分合同？Ifyes,doesyourorganizationfulfillthefollowingrequirementsoftheDrug-FreeWorkplaceActof1988?:如果是，那么你们组织是否有履行于1988年颁布的无毒品工作场所法所规定的要求？Publishapolicystatementprohibitingtheunlawfulmanufacture,distribution,possessionoruseofacontrolledsubstanceintheworkplaceandspecifyingwhatactionswillbetakenagainstemployeeswhoviolatethepolicy?是否有一个政策声明：禁止非法生产，销售，惯有或在工作场所控制物质的使用，并指明对于员工违反政策将采取何种措施？Provideacopyofthepolicytoemployeesworkingunderthecontract?是否有向签约合同的员工提供副本？Provideguidance/trainingonpolicyrequirements?是否有按政策需求，提供指导/培训？Haveadrug/alcohol-freeawarenessprogram?是否有不准吸毒和饮酒的程序文件？Notifyemployeestheymust,asaconditionofemployment,notifytheemployeriftheyareconvictedofacriminaloffenseoccurringintheworkplacewithinfivedaysaftertheconviction?通知员工，作为雇佣的前提条件，假如他们因刑事而在工作场所发生的争斗，必须在五天内通知雇主。DoesyourorganizationcomplywiththerequirementsoftheOmnibusTransportationEmployeeTestingActof1991?你们组织是否符合1991年颁发的综合交通员工测试法的要求？Doesyourorganizationprovideprogramsfordrug/alcoholrehabilitation?你们组织是否提供了关于戒毒/戒酒康复的计划？DoesyourorganizationconformtotheFamilyLeaveAct?你们组织是否符合家庭给法？DoesyourorganizationcomplywithrequirementssetforthintheOccupationalSafetyandHealthAct(OSHA)?你们组织是否符合OSHA（职业安全与健康法）的规定?DoesyourorganizationconformtotheprovisionsofEmployeeRetirementIncomeSecurityActof1974(ERISA)?你们组织是否符合1974年颁发的ERISA(雇员退休收入保障法)？Hastheorganizationassessedormetcurrentandemerginglegalissuesrelatingtoequalemploymentandothergovernmentalregulations?你们组织是否有评估或符合目前和已出现的关于平等雇佣和其他政府规定的法律问题？Onascaleofonetoseven(sevenbeingthehighestandfourbeingadequate),howdoyouthinkyourHumanResourcesdepartmentwouldratetheorganization’sperformanceintheareaofequalopportunityandregulatorycompliancecitedabove?在等级一至七中(七是最高等级，四就是能胜任的级别)，对于人力资源部门将评估企业在上述提到的机会平等和法规符合性上，你如何看待？Onthesameone-to-sevenscale,howdoyouthinkemployeeswouldratetheorganization’scomplianceperformance?在同样的一至七等级中，员工将评估组织在遵纪守法方面的成绩，你又有何看法？ExplanationofEqualEmploymentOpportunityandRegulatoryComplianceQuestionnaire针对平等就业机会和遵从法规之调查问卷的解释：Governmentalregulationsaffecteveryaspectofpersonnelmanagement.Regulatorycomplianceisoneoftheforemostconcernsinhumanresourcesmanagement.KnowledgeofemploymentlawprovidesjobsecuritytotheHRprofessionalswhospecializeinthisarea.Humanresourcesmanagementliterature,seminarsandgovernmentpublicationscovertheselegalissues.ManyHRprofessionals--nomatterwhattheirspecialty--haveofnecessitybecomeparalegals.政府法规影响着个人管理的每一个方面。在人力资源管理中，遵从法规是其中一个最值得关心的方面。劳动法方面的知识能为劳资审核人员提供工作的安全可靠性。人力资源管理的文献，讨论会和政府公共机构都涉及到法律纠纷。很多人力资源专员，无论他们专攻哪一方面，都能必然成为律师助理。Questionsinthissectionhavebeendesignedtohighlightpressingregulatoryissues.Emphasishasbeenplacedoncomplexissues,suchastheAmericanwithDisabilitiesActandtheDrug-FreeWorkplaceAct.这部分的问题是用来强调法规问题的紧迫性的。针对复杂问题的强调，例如美国残疾人法案，和无毒品工作场所法。TheHRdepartmentshouldreviewinternalproceduresthatbothaddressdueprocessinhandlingcomplaintsofdiscriminationandharassmentandencouragetrainingandawarenesstoensureaharassment-freenondiscriminatoryworkplace.Aqualifiedsenior-levelindividualshouldoverseetheseeffortsandkeeptopmanagementinformedofprogress.OrganizationsthatdemonstrategenuineconcernforEEO,affirmativeactionanddiversityissuesalsoresolvemostclaimsin-house.人力资源部门应该审查在处理关于歧视和性骚扰的投诉上的内部程序，并鼓励培训和提高认识，确保有一个无性骚扰，无歧视的工作环境。一个合格的高层职员应该监督这些努力，并告知高层管理人员关于这些努力的进展情况。组织要对EEO（平等就业机会）表达真正的关怀，肯定行为和多样性问题也能在内部解决大部分投诉。Legalfeesand‘nofault’settlementawardshavereachedoutlandishproportions.Therapidincreaseinclaims,particularlyinthesexanddisabilitycategories,hascreatedabacklogintheEEOCommissionandforcedclaimantstoinitiatecivilsuits.Agingbabyboomerswhoarebeingrapidlytrimmedfromlargecorporationsareexpectedtolaunchanewwaveoflegalsuits.Theyaremorelikelytohavethefinancialresourcestoencouragethelegalcommunitytoaggressivelypursueagediscriminationclaims.Increasedattentiontocomplianceissuesnecessarilymustincludeself-au