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Affirmative Action Compliance Supervisor Training Presentation

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Affirmative Action Compliance Supervisor Training Presentation

  1. 1. EQUAL EMPLOYMENT AND AFFIRMATIVE ACTION PLANS 2009/ 2010
  2. 2. OBJECTIVES <ul><li>Emphasize/Highlight Equal Employment and Affirmative Action Obligations, Regulatory Requirements and Terms </li></ul><ul><li>Communicate Affirmative Action Status & Goals for 2009/2010 </li></ul><ul><li>Review Managerial/Supervisory Responsibilities Related to Equal Employment and our Affirmative Action Plans </li></ul>
  3. 3. EEO – Concepts & Source <ul><li>Equal Employment - (EEO) – Title VII – Civil Rights Act of 1964 </li></ul><ul><ul><li>Affects all employers, regardless of size. </li></ul></ul><ul><ul><li>Prohibits discrimination – race, color, religion, creed, age, sex, national origin, disability, or Vet status. </li></ul></ul><ul><ul><li>Applies to all areas of employment including hiring, training, promotion, job assignments, benefits, discipline, and discharge. </li></ul></ul><ul><ul><li>Monitored by Equal Employment Opportunity Commission (EEOC) and each state may have a Department of Human Rights/Regulatory Service. </li></ul></ul>
  4. 4. AAP – Concepts & Source <ul><li>Affirmative Action – Executive Order 11246 </li></ul><ul><ul><li>Affects all government contracts of minimum sizes. </li></ul></ul><ul><ul><li>Take affirmative measures or make good faith efforts to ensure proportionate equitable representation of minorities & females at all levels of the company. This includes hiring, training, development plans, and promotion. </li></ul></ul><ul><ul><li>Requires an annual written plan. </li></ul></ul><ul><ul><li>Plans are audited by Department of Labor – Office of Contract Compliance Programs (OFCCP). </li></ul></ul><ul><li>Affirmative Action is not just the right thing to do; it’s also good business! </li></ul>
  5. 5. Equal Employment Opportunity <ul><li>Equal Employment Opportunity (EEO) laws prohibit us from making employment decisions using: </li></ul><ul><ul><ul><li>Race </li></ul></ul></ul><ul><ul><ul><li>Color </li></ul></ul></ul><ul><ul><ul><li>Religion </li></ul></ul></ul><ul><ul><ul><li>National Origin </li></ul></ul></ul><ul><ul><ul><li>Sex </li></ul></ul></ul><ul><ul><ul><li>Age </li></ul></ul></ul><ul><ul><ul><li>Genetic Information or Family Medical History </li></ul></ul></ul><ul><ul><ul><li>Compensation differences (based on protected class) </li></ul></ul></ul>
  6. 6. Affirmative Action Plan Terms <ul><li>Availability – Percent of qualified women or qualified minorities in the labor pool of the reasonable recruiting area for a given job category. (Established by 2 factor availability analysis based on external (census) and internal data.) </li></ul><ul><li>Utilization/Underutilization – This is the determination of whether a contractor is or is not employing, hiring, promoting, compensating, and training /developing in accordance to the “availability” of qualified women or qualified minorities in a given job category. </li></ul>
  7. 7. Supervisor/Manager Responsibilities <ul><li>Encourage/take action to hire and promote minorities and females. And, assist in identifying recruiting sources. </li></ul><ul><li>Support and participate in diversity awareness and sensitivity. </li></ul><ul><li>Consistently apply standards for the qualifications of all employees to insure minorities and women are provided equal opportunities for transfers, promotions, and development actions. </li></ul><ul><li>Emphasize/Implement career development plans for all employees. </li></ul>
  8. 8. Supervisor/Manager Responsibilities (continued)… <ul><li>Ensure compliance with company policies. </li></ul><ul><ul><li>Policy on Equal Employment and Affirmative Action </li></ul></ul><ul><ul><li>Policy on Sexual Harassment </li></ul></ul><ul><ul><li>Compliance with Americans with Disabilities Act </li></ul></ul><ul><li>Address/Resolve Issues/Concerns in a Timely Manner </li></ul><ul><ul><li>(Consult Human Resources if needed.) </li></ul></ul><ul><li>Assist in resolution of complaints regarding sexual harassment, unfair treatment or any type of harassment. </li></ul><ul><li>Be a leader in taking a stand on “Hostile Environment” issues, take action to prevent harassment of employees, especially subtle harassment. </li></ul>
  9. 9. Supervisor/Manager Responsibilities (continued)… <ul><li>Evaluate managers and supervisors who are “direct reports” on their equal opportunity/ affirmative action efforts and results. </li></ul><ul><li>Assure that minority and female employees are encouraged to participate in all company sponsored educational, training, recreational, and social activities. </li></ul>
  10. 10. Supervisor/Manager Responsibilities (continued)… <ul><li>Take active measures to retain employees and pay close attention to issues related to minorities and females. </li></ul><ul><li>Take active measures to stop improper use of electronic mail. </li></ul><ul><li>Support and participate in activities held by minority organizations, women’s organizations. </li></ul>
  11. 11. If you have a question or concern, you are encouraged to contact the HR Manager, any member of the management team, or the company president ___________________________ Summary

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