Final answer:
An HR professional cannot modify the Employee ID for a mass assignment modification as it is a unique identifier for employees that remains constant to ensure accurate and secure record-keeping.
Step-by-step explanation:
An HR professional may not modify the Employee ID for a mass assignment modification. The Employee ID is a unique identifier for each employee within the organization and is crucial for maintaining accurate records, ensuring payroll accuracy, and managing employee information securely. While fields like Department, Email Address, or Job Title can be subject to changes to reflect reorganization, promotion, or team alignment, the Employee ID remains constant throughout an individual's employment. This practice aligns with guidelines from institutions like the U.S. Equal Employment Opportunity Commission (EEOC), which stress the importance of maintaining accurate and discrimination-free records and processes.
An HR professional may not modify the Email Address for a mass assignment modification.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on various factors such as race, color, religion, sex, age, disability, etc.
Modifying an employee's Email Address without their consent may be seen as a form of discrimination or invasion of privacy, which is why an HR professional may not modify this field for a mass assignment modification.