EEOC Small vs. Large
The laws, standards and structures regarding fair hiring practices have been the main purview of the Equal Employment Opportunity Commission (EEOC) since its inception. Indeed, any instances of disparate treatment (overt racism) or disparate impact (tactics that may or may not be intentional but that hurt protected classes nonetheless) should be monitored and dealt with. However, not all of the structures and frameworks the EEOC uses are uncontroversial and clear-cut. The recent mandates and suggestions about hiring people with criminal histories including felons is a good example. However, the different treatment under the law for smaller businesses vs. larger business makes a lot more sense and is fairly easy to justify (EEOC, 2014).
EEOC Small vs. Large
The Equal Employment Opportunity Commission (EEOC) has as its central mission leveling the playing field for people in protected statuses such as women, blacks, Hispanics and, as of late, even prior felons and disabled people. However, the way in which the EEOC treats small businesses vs. large business differs quite a bit as either a different proverbial yardstick is used for small business or a small business might even be exempt from a certain standard or rule. A different standard is often applied to a large business as compared to a small business. However, while this may seem to be wrong-headed, there is a reason for it and it does make sense (EEOC, 2014).
Analysis
As one might imagine, the main reason for holding smaller and larger businesses to a different standard is size. The standard actually applies to all smaller or even more specialized organizations that are non-profit or even governmental in nature. Per the EEOC's website, a "small business" is defined in section 3 of the Small Business Act. A "small organization"...
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