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HR Magazine, July 2006 New EEO-1 report; ERP vendors; pandemics; more. EEOC Clarifies New EEO-1 Requirements

EEOC Clarifies New EEO-1 Requirements

The May issue included a detailed article, "Planning for EEO-1 Changes" by Rita Zeidner, about the revised EEO-1 report. Overall, the article was well done and informative. A few statements were potentially misleading for employers, however, and the Equal Employment Opportunity Commission (EEOC) provides the following clarifications.

Under the subhead “What’s Different?” the first paragraph states that “HR staff will no longer ask workers who identify themselves as Hispanic or Latino to report their race.” This statement can be read to imply that the current EEO-1 requires employers to report the race of workers who are identified as Hispanic or Latino. In fact, the EEO-1 report has never required employers to report the race of Hispanic or Latino employees.

The paragraph also states that “employers will need to ask workers from the Pacific Rim to specify if they are Asian, Native Hawaiian or from another Pacific Island.” This statement is not accurate. All employees must have an opportunity to choose from the new ethnicity and race categories for purposes of the new EEO-1 report, not just workers “from the Pacific Rim.”

Under the subhead “The Review Process,” the sixth paragraph states that “the EEOC … let stand a controversial proposal to ask the race of all workers except those who identify themselves as Hispanic or Latino” (emphasis supplied). This is not correct. The original 2003 EEO-1 proposal included an employee questionnaire asking for the race of Hispanic or Latino employees, although it also stated that employers would not be required to report this race data. (See June 11, 2003, proposal 68 FR 34965.) The commission did not adopt this employee questionnaire—or any other employee questionnaire—as part of the final revised EEO-1 package. The commission simply set forth general principles of data collection and maintenance, including:

Employers will be required to have available the data necessary to complete the revised EEO-1 report.

Employers will not be prevented from collecting additional data, such as the race of those who report as Hispanic or Latino and/or the specific racial groups of those who identify as "Two or More Races," at their discretion as deemed appropriate for compliance purposes.

Thank you for printing these clarifications.

Carol R. Miaskoff
Assistant Legal Counsel for Coordination U.S. EEOC
Washington, D.C.

ERP Vendors Eyeing Smaller Customers

Bill Roberts' article, "New HR Systems on the Horizon" (May) is well timed and provides a good overview of service-oriented architecture.

I would like to clarify a point made by Jason Corsello, as quoted in the article: “SAP and Oracle don’t have a whole lot of interest in enterprises with fewer than 5,000 employees.” As senior partner in a consulting firm specializing in Oracle products, I can say with certainty that Oracle and—from what I have researched—SAP see their greatest growth potential from the small and mid-size market.

Companies with between 500 and 5,000 employees are of greater interest because this is how each of the major players will gain all-important market share. This is demonstrated by both Oracle’s and SAP’s increased dedication to the “channel” in which partners sell their products and services to smaller accounts, which may be more difficult or not profitable enough for Oracle or SAP to pursue directly but still provides revenue streams and additions to market share. Our firm’s recent clients have employee bases ranging from 500 to 6,000 employees, a client base we will continue to pursue.

In summary, the “Big 2” enterprise resource planning firms do have a great interest in companies with fewer than 5,000 employees, as demonstrated by their increased dedication to their respective partner networks.

Mark Pescatrice
Miami Beach, Fla.

Are Health Providers Ready for Pandemics?

Although the May cover story "Pandemic" was well done, I must warn my HR colleagues to pay attention to the emotional impact and costs on workers of a pandemic.

As a workplace behavioral health consultant I am working with my clients to help understand the important role of emotional support necessary to maintain workplaces before, during and following a pandemic. How your organization responds to the fears and concerns of employees through all levels of leadership is critical to maintaining operations.

Now is the time to ask your employee assistance and health benefits providers their plans for work continuation during a possible pandemic. Just as we all asked for plans from our outsourced IT providers in anticipation of a Y2K event, we also must exercise such due diligence with our physical and emotional health providers. Lessons from Sept. 11 showed the important role that leadership can play in case of a pandemic. This is another unique leadership role for HR.

W. Dennis Derr, SPHR
Leesburg, Va.

Useful Advice On Generation Y

I'd like to thank you for printing "Managing Generation Y" (May), an article that provides useful information, as opposed to the other seminars and reading materials on this subject that I have come in contact with lately.

The last training basically told us that we should be bribing the employees to do their jobs. If a Generation Y worker doesn’t like showing up on time, offer doughnuts. If that person doesn’t like staying until the end of his or her shift, hand out movie tickets at the time the shift is supposed to end. Since when did we have to reward someone for doing the bare minimum? The reason for this, we were told, is because “we made them this way.” I certainly didn’t. No one else who hasn’t raised a child is responsible for that mess. As a member of Generation X, I have this to say: The reward for showing up at the beginning of my shift and staying through the end is keeping my job.

The suggestions in the article, though, made much more sense. I would much prefer someone who asks “why” and perhaps comes up with better ways of doing something than someone who constantly says, “Because it’s always been done that way.” Technology makes everyone else’s life easier as well, and I am more than happy to submit to a younger person who knows more about my computer than I do.

Valarie Clark
Anchorage, Alaska

HR Magazine welcomes letters from readers. Submitted letters are subject to editing and are the property of the magazine. To submit a letter, visit our web site at www.shrm.org/hrmagazine/ contact or fax us at (703) 535-6489. contact or fax us at (703) 535-6489. contact or fax us at (703) 535-6489. contact or fax us at (703) 535-6489.

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