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| Principles of Affirmative Action
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Executed properly, affirmative action programs should be used as strategic management tools to provide equal opportunity for female and minority employees while not excluding males and non-minority employees. As a strategic part of doing business, the analyses and processes should assist in removing any barriers that might exist for promotions and career-building opportunities as well as provide opportunities for individuals seeking employment.
Developing a diverse group of employees adds fresh, new ideas, knowledge, skill-sets and experience levels, while creating opportunities that may not have existed historically for the protected classes.
Affirmative action programs should assist in establishing a methodology and process to examine all employment decisions whereby focused good faith efforts, and outreach and recruiting can provide opportunities across all employment classifications.
Utilizing the program as a strategic business tool will eliminate the antiquated and mistaken concept of quotas, preferential treatment for females and minorities in hiring and promotional situations, set-asides, and selection decisions made for minimally qualified individuals.
***Interested in attending the Principles of Affirmative Action Training October 15-16, 2019? Please contact your Client Executive at 800-782-1818 to reserve your spot. Space is limited.***
Workshop Agenda:
AFFIRMATIVE ACTION BASICS
OFCCP overview
Affirmative action definitions
Contractor vs. subcontractor
Types of Contracts
Laws enforced by the OFCCP?
Shared enforcement responsibilities
Contractor responsibilities
Required postings
EXECUTIVE ORDER 11246
Where are employees counted in affirmative action programs?
Location vs. functional AAPs
When must affirmative action programs be prepared?
Where are AAPs housed?
STATISTICAL REPORTS
Work Force Analysis
Job Group Analysis
Internal Availability
Census Codes and Job Titles
Reasonable Recruitment Labor Area Distributions
Incumbency vs. Availability
Placement Goals
Goal Attainment
INTERNET APPLICANT
Internet applicant definition
Recordkeeping requirements
Dispositioning applicants
Risks with bad data
Recruiter Responsibilities
ADVERSE IMPACT
What is adverse impact?
Calculating adverse impact
Hire Analysis
Promotion Analysis
Termination Analysis
Step analysis
Test validity
COMPENSATION
Minimum Wage for Federal Contractors (EO 13658)
Pay Transparency (EO 13665)
Directive 307
Compensation review
Types of data quality issues
Preparing for an OFCCP audit
Best practices
NARRATIVE COMPONENT (EO 11246)
Designation of Responsibility
Identification of Problem Areas
Action-Oriented Programs
Internal Auditing and Reporting System
Sex Discrimination Guidelines
Religion/National Origin Guidelines
External dissemination
Record retention
Electronic record keeping
AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES
ADAAA
Definition of disability
Reasonable accommodations for employees
Confidentiality
Section 503 of the Rehabilitation Act
EO Clause
EEO Tagline
Reasonable accommodations for applicants
Web accessibility
Self-identification
National Utilization Goal
Identification of Problem Areas
Action-oriented Programs
Data Collection
Outreach and Recruitment
Responsibility of Managers
Section 503 reviews
AFFIRMATIVE ACTION PROGRAM FOR PROTECTED VETERANS
VEVRAA Requirements
VEVRAA Coverage
Definition of Protected Veterans
VEVRAA OFCCP review
Recruiting veterans
Job listing requirement
VETS-4212
Hiring Benchmark
Data collection
EO clause
Recordkeeping requirements
Self-identification
Outreach and recruitment
NARRATIVE COMPONENT/PROTECTED VETERANS & INDIVIDUALS WITH DISABILITIES
EEO Policy Statement
Availability of AAP
Physical and Mental Qualifications
Audit and Reporting
Harassment
Training
OFCCP COMPLIANCE REVIEWS
What is the purpose of an OFCCP audit?
How often can the OFCCP select an establishment for review?
How are contractors selected for review?
Types of reviews
How is a contractor notified of a review?
Compliance Check
Preparing for an OFCCP audit
Possible outcomes of compliance review
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