Baldor Electric settles employee recruiting case for $2 million
The Baldor Electric Company recently agreed to settle a discrimination allegation for $2 million. Even though the company denies any discriminatory practices in its employee recruitment process, it has agreed to supply back wages and interest to 795 female and minority applicants who were denied positions during the screening process, which comes out to $2,500 per person, reports CBS.
In addition, the company has offered to provide at least 50 previously denied applicants positions and establish self-monitoring practices and proper recordkeeping policies that will ensure future violations will not occur.
During an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Program, investigators found the business had denied qualified applicants who were female or of certain descent, and also hindered the advancement of other minority employees.
"Discrimination is preventable when employers have certain processes in place and see to it that they are followed," Labor Department Office of Federal Compliance Programs director Patricia A. Shiu said. "That's why it's so important for federal contractors to implement their affirmative action programs, keep accurate employment records and commit to ending barriers to fair employment."
Employers should avoid any discriminatory or otherwise illegal employee recruiting practices when hiring. If businesses lack an in-house team that's familiar with labor laws, they might consider outsourcing human resources to benefit from professional assistance.
In addition, the company has offered to provide at least 50 previously denied applicants positions and establish self-monitoring practices and proper recordkeeping policies that will ensure future violations will not occur.
During an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Program, investigators found the business had denied qualified applicants who were female or of certain descent, and also hindered the advancement of other minority employees.
"Discrimination is preventable when employers have certain processes in place and see to it that they are followed," Labor Department Office of Federal Compliance Programs director Patricia A. Shiu said. "That's why it's so important for federal contractors to implement their affirmative action programs, keep accurate employment records and commit to ending barriers to fair employment."
Employers should avoid any discriminatory or otherwise illegal employee recruiting practices when hiring. If businesses lack an in-house team that's familiar with labor laws, they might consider outsourcing human resources to benefit from professional assistance.
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