Additional Case $3\mathrm{.}2$

You have recently been hired as the HR Director of a mid$-$sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HRbased lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles.

The upper$-$management team consists of all males who are over the age of $50.$ Most of the upperlevel managers have been with the company for at least $25$ years. Middle managers, who are mostly in their $30$ s$,$ are $40\%$ female, and $3\%$ minority. Hourly employees are $60\%$ minority and $35\%$ female. The communities from which the firm hires hourly employees is approximately $75\%$ minority and consists primarily of Haitians and Hispanics.

You discover many incomplete employee recruitment records that lack I$-9$ forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.

Refer to Additional Case $3\mathrm{.}2.$ Which of the following would most likely check the firm for compliance with EEO regulations?

OSHA

EEOC