S. EEOC, 2010). Violations of this act can pose a serious threat to the company and can result in heavy fines, or in some cases, loss of a contract due to failure to comply with the act. Due to the severity of the nature of EEOC violations, the company must make certain that these issues are resolved. It is felt that education and awareness should be the first line of defense in resolution of the resolution of current complaints and in the prevention of similar complaints in the future. Education needs to take place both among senior and junior engineers. Both of these groups of employees need to be made aware of what has happened in the past and how they can help to prevent such circumstances in the future. Individual counseling of certain employees may be necessary.

A lack of communication and the lack of a forum where employees can express their concerns may have been another contributing factor to the situation. Junior engineers may have felt intimidated and unwilling to air their concerns until they reached a critical stage. Providing a formal means for them to express their concerns without fear of retaliation will play an important role in making them feel as if they are a part of the team and that their concerns will be addressed. An open door policy at the human resources department where they can discuss their concerns confidentially is recommended.

Discrimination against disadvantaged groups is a serious issue and is not taken lightly by the enforcement agencies that govern...

It is felt that the concerns expressed in the complaints were valid, but that they reflected indirect, rather than direct discrimination. The suggested remedies are expected to eliminate the situations that led to these allegations. It is not expected that future allegations will occur in the future, as these recommendations represent a proactive approach to resolving the problem.
References

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Practice. American Journal of Evaluation. 27 (4): 485-494.

Palacios, J. (2006). Subtle Discrimination in the Workplace. Online Ethics Center for Engineering 8/7/2006 National Academy of Engineering. Retrieved February 13, 2010

www.onlineethics.org/Topics/Diversity/DiverseEssays/Subtle.aspx

Tallents, S. (2003). Social Engineering, Discrimination or Fair Access? September 26, 2003.

Retrieved February 14, 2010 from http://live.cgcu.net/news/754

Truxillo, D., Paronto, M. & Collins, M. et al. (2004). Effects of subject matter expert viewpoint on job analysis results. Public Personnel Management. March 22, 2004. Retrieved

February 13, 2010 from http://goliath.ecnext.com/coms2/gi_0199-5062926/Effects-of-subject-matter-expert.html

US Equal Employment Opportunity Commission (U.S. EEOC) (2010). Laws Enforced by EEOC.

Retrieved February 13, 2010 from http://www.eeoc.gov/laws/statutes/index.cfm