In accessing the Equal Employment Opportunity Office (EEOC) website, I found it very hard to find a clear and concise reason as to why small businesses were treated differently than the larger businesses and why the law would differentiate between them. These smaller organizations are sometimes treated differently by the EEOC because they lack the resources that most large companies possess. Most small businesses can’t afford to hire the best qualified people that larger businesses can and do.
They may not be able to hire people that fit into the different classes (EEOC, 2008). For example, they may want to hire someone with a disabili ty but really can ‘t afford to because they would have to make reasonably accommodations for that person which could be very costly for small business owners. Another reason they may be treated differently is the fact that small companies will not have a lot of ready cash on hand, because all the funds that are being generated goes back into the business.
They also oftentimes lack human resources depm1ments or specialized EEO office to help manage their staffing needs (A rnold, 2009). Many differences between small business and large business are really not that significant but the most ctitical difference between the two is the way funding is utilized by larger companies and smaller establishments (Fuscaldo, 2012). Larger companies can maintain stockholders, but small businesses usually have owners, namely, Mom and Pop establishments’ (Fuscaldo, 2012).
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Small Business3 define thresholds at 20, SO, or I 00 employees, and some federal thresholds start at one employee (Small Business Analysis, 2004). “Typically, state statutes cut down the numbers even lower than their federal counterparts- often to just one employee” (B1yant, 2010). Local, state and federal requirements may differ according to location (Responsibility of Multinational Employers, 2008). Small industries are major sources of a great number of jobs that can be filled by individuals with disabilities who are willing and able to do the work.
Nearly 25 million small businesses in the nation denote 99. 7 percent of all employers who hire approximately SO percent of the p1ivate workforce (A Primer for Small Business, 2013). Likewise, small businesses provide 67 percent of all first jobs. Many employers with a minimum of at least 15 employees are protected by EEOC laws. These laws apply to any and all forms of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits (Ingram, n. d. ).
Small businesses are sandwiched between conflicting government priorities and viewpoints amid different federal agencies, the courts, state, and federal governments. Owners of small businesses express a willingness to learn all the rules and regulations, and have no problem complying with the regulations when running a successful business. As a matter of fact, they insist on the state and federal governments, including the com1s, to set forth consistent and comprehensible laws they can readily apply to their particular business (McCracken, 2012). Equal Employment Opportunity laws provide direction for small and large businesses,
but because of the relativel y small size of their workforce and budget, they face specific challenges when it comes to employment laws (Ingram, n. d). Nonetheless, small business owners can take steps to introduce practical Equal Employment Opportunily (EEO) policies and laws that will help them to run their business more effectively (Ingram, n. d). There are many Small Business4 different laws that are enforced by EEOC for small businesses one of which is the Title VII of the Civil Rights of 1964.
This law makes it illegal to discriminate against any person based on race, color, religion, national origin, or sex. This law also makes it unlawful to retaliate against a person because the person complained about discrimination or filed a charged of discrimination (Laws Enforced by EEOC). Equal Pay Act of 1963 law is equally important to small businesses. This law makes it unlawful to pay different salaries to men and women when they both are performing the exact same job. The Equal Pay Act does not exclude all disparities in wage rates paid men and women but only those disparities based only on gender (Twomey, D, and Jennings, M. M. , 2011, p. 848).
Age Discrimination in Employment Act of 1967, this law also enforced by the EEOC is intended to protect individuals who are 40 years or older from discrimination because of age. It covers all private employers with 20 or more employees (small business) (Anderson, R. A. , Fox, 1. , Twomey, D. P. , and Jennings, M. M. , 1993). Title I and Title V of the Americans with Disabilities Act 1990. This is also administered by the EEOC to aid small businesses. This law makes it illegal to discriminate against a qualified person with a disability in the private sector as well as state and local governments.