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Equal Employment Opportunity (EEO) and Affirmative Action
April 11 @ 1:00 pm - 2:30 pm
Join This course On, April 11 2017 at 1:00 PM EST
This webinar will focus on the basic understanding of affirmative action, the recent developments on the compliance front, and how to ensure compliant recruiting practices.
We will begin our session with a brief, but comprehensive, primer on affirmative action. We will discuss the history of affirmative action, its key principles, and current framework for developing compliant programs. We will also discuss the current OFCCP enforcement strategies and trends so that you are well prepared to move forward as we discuss your responsibilities as a contractor and how to meet the latest regulatory challenges. We will specifically focus on your recruiting efforts and how they affect your compliance efforts. From common missteps, to enforcement traps, this webinar will provide practical steps to correcting common issues found in an audit so that you are better positioned for success. You will learn what records to keep, how to deal with internet applicants, what to watch out for, how technology is changing the game, and more in this essential webinar.
Why you should attend: The two years have been the most active period of change at the OFCCP under the Obama Administration to date. The message is clear: OFCCP is better funded, more sophisticated, and more motivated than ever to aggressively enforce affirmative action rules under EO 11246. For the contractor, it is extremely important to comply with these laws or face serious repercussions. Yet, now, more than ever, remaining OFCCP compliant can be one of the toughest challenges an organization faces.With federal employment laws and agency regulatory changes evolving at an exponential rate it is vital to get and stay on top of the sizable body of information.
Areas Covered In the Session:
— Understanding of what affirmative action is and is not
— The legal requirements for, and the framework that drives affirmative action
— What the OFCCP requires of government contractors in terms of affirmative action efforts-does your current effort pass the “smell test?”
— The focus of the OFCCP’s heightened enforcement efforts
— Whether or not your organization is a “government contractor” according to the OFCCP-the answer may surprise you
— The most frequent compliance failures, and how to avoid them
— The changes you should be making to your recruiting efforts
— Whether recruiting through social networking sites can be a benefit or a hindrance for you
— Best practices to ensure smart, informed compliance
— Affirmative Action-proactive, not reactive
— A history in review of affirmative action
— Legislative and judicial trends
— The true meaning of affirmative action
— Key principles of affirmative action program design
— The difference between diversity and affirmative action
— Key priorities for OFCCP
— OFCCP enforcement trends
— Adverse Impact and Sub-minority analytical trend
— Know how to quickly and easily determine contractor status
— Understanding of contractor requirements for affirmative action
— Most common compliance failures
— Inference-what that means for your practice as a whole
— Internet applicant defined
— What Strategic Disposition Codes really mean
— Data Management and Search String traps
— Recordkeeping, your new best friend
— Job posting-how to be sure you’ve got it right
— How third party sourcing firms fit into to your program
— Impact of social media and some concerns to consider
— Technology, making it all happen
Who will benefit:
— HR Practitioners
— HR Leaders and Team Leads
— Organizational Strategy Leaders
— Management teams involved in the hiring practice
Q/A Session with the Expert to ask your question
PDF print only copy of PowerPoint slides
Certificate of attendance
As a professional consultant with over 25 years of HR experience to include extensive government contracting, Ms. Hampton has been responsible for planning, developing and executing a comprehensive HR strategy in support of many client companies. Her responsibilities have included the need to evaluate complex issues, identifying options for resolving problems, and implementing comprehensive program solutions.
Ms. Hampton is a dynamic leader who has been instrumental in growing RCH Resources into a much respected HR Services organization. She oversees diverse engagements where she partners with her clients to develop strategies using the most up-to-date and sound industry trends and practices.