Failure to comply
Failure to comply with employment laws can result in serious consequences. Which laws have the most serious consequences for noncompliance? What are the consequences?
Title VII of the Civil Rights Act of 1964 “is the most important federal EEO law because it contains the broadest coverage, prohibitions, and remedies.” (Caisco, 2013, pg.83). This Act may have the most serious consequences for noncompliance because it is considered to be the most important federal EEO. Title VII protects individuals from organizations that discriminate in hiring, firing or paying because of race, religion, gender or national origin which are not even related to job performance. Because of this law, employees and job applicants are now more confident to perform their jobs knowing that they are backed up by Title VII. Knowing that one is getting paid based on how they perform their jobs and not because of their gender, race, or national origin makes one strive more to do better and better at what they do to be successful.
Organizations who fail to comply with this law can and will face serious consequences that will not only cost the organization monetary damages but will cost the organization’s reputation. The best ways for an organization or company to prevent these from happening are to treat its employees and job applicants equally and not based on their race, religion, gender and/or national origin.

Individuals who feel they are the victims of intentional discrimination based on race, gender (including sexual harassment), religion, or disability can ask for compensatory damages for pain and suffering, as well as for punitive damages
1. Job discrimination. Title VII of the Civil Rights Act of 1964 prohibits you from discriminating in hiring, firing or pay based on a person's race, religion, sex or national origin. It also prohibits sexual harassment. (Resource: www.eeoc.gov)
Action: Treat all employees and applicants equally, without regard to their race, religion, gender or any other characteristics not related to job performance. Demand the same from anyone you supervise and don't tolerate any kind of harassment
3. Family leave. The Family and Medical Leave Act (FMLA) says eligible employees – those with at least a year of service – can take up to 12 weeks per year of unpaid, job-protected time off for the birth of a child or adoption of a child or to care for themselves or a sick child, spouse or parent who has a "serious" health condition. The FMLA applies to organizations with 50 or more employees. (Resource: www.dol.gov/whd/fmla)
Action: When employees request leave, listen for requests that would meet the FMLA criteria. Employees don't need to use the words "FMLA leave" to gain protection under the law. Contact HR when hearing such requests.

What is the best way to ensure that an organization is complying with employment laws? Explain your answer.
The best way to ensure that an organization is complying with employment laws is torequire mandatory tests that test the knowledge of the employment laws or new/changedlaws. There are many online tests and resources available to make sure that employmentlaws are understood and followed correctly.

Conducting periodic HR audits is a straightforward way to ensure effective use of an organization’s human resources and to maintain or enhance HR’s reputation within the company. An HR audit is basically an investigation of the organization’s current practices, policies, and procedures. The price of conducting an HR audit is very small compared with the potential risk companies take from lawsuits, noncompliance penalties, and failed business strategies. Investigations by government agencies are conducted for a number of reasons, all having to do with enforcement of the laws and ensuring an employer’s compliance. Many are initiated by employee complaints, and HR audits will ensure that employees will not be filing complaints against the company
The best way to ensure