The document summarizes presentations from a 2012 ILG conference. It discusses themes from the conference, including that not much is new regarding OFCCP initiatives, OFCCP is in a holding pattern until after the 2012 election, and OFCCP is "screwed up" and not getting a return on investment from increased compliance officers. It also provides brief summaries of four conference presentations on workforce metrics, new census data, OFCCP's new scheduling letter, and recent OFCCP developments. The document concludes with recommendations for federal contractors to prepare for potential OFCCP audits.
2018 National Compliance Pulse Survey: Small Businesses Weigh In on Top Emplo...ComplyRight, Inc.
Would it surprise you to learn that more than half of small-business employers lack full confidence in their awareness of employment laws? And that most of them rely on non-experts for advice on HR compliance topics?
The second annual National Small Business Compliance Pulse Survey, sponsored by ComplyRight, revealed these and many other interesting findings. Join us for a fascinating, one-hour summary of the key insights revealed by the study. We’ll share statistics and observations about how small businesses just like yours feel about – and deal with – increasingly complex labor laws.
You will discover:
• The top HR compliance concerns among businesses with fewer than 100 employees
• The current level of HR technology adoption among those small businesses
• The surprising facts about what small businesses include – and don’t include – in their employee policy handbooks
• How many small businesses have faced labor law investigations, legal actions and fines
• How prepared they feel they are to deal with an investigation or legal action
The document discusses the development of mortality improvement scales in the United States. It describes how the Society of Actuaries (SOA) sought to update outdated mortality assumptions and developed Scale MP-2014 based on historical Social Security Administration data through 2009. The scale incorporates two-dimensional period and cohort effects using a model that blends historical trends with expert-judged long-term rates over a convergence period. The scale has been updated annually as new data emerges and the model has been refined.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Independent oversight bodies lessons from fiscal productivity and regulatory ...OECDtax
This document summarizes an academic paper that discusses the rise of independent oversight bodies in fiscal policy, productivity, and regulation. It begins by noting the growing trend for governments to establish independent, non-partisan institutions to provide oversight and analysis to inform policymaking. However, some argue this replaces democracy with technocracy. The document then examines three types of independent bodies - independent fiscal institutions, independent productivity commissions, and regulatory oversight bodies. It provides examples from different countries and discusses key features like independence. In conclusion, it considers lessons learned and debates around technocratic approaches.
Presentation by Kevin Perese, Principal Analyst in CBO’s Tax Analysis Division, at the annual meeting of the Allied Social Science Associations.
CBO’s analyses of the distribution of household income and federal taxes rely on a broad measure of before-tax income to rank households and to serve as the denominator for the calculation of average tax rates across the income distribution. In this presentation, CBO examines the strengths and shortcomings of that distributional framework and of several alternative frameworks for analyzing the distributional effects of government transfers and federal taxes. Those alternative frameworks use market income (which excludes all government transfers and federal taxes), after-tax income (which includes government transfers and federal taxes), and gross income (which is a pretax income measure that excludes means-tested government transfers but includes transfers from social insurance programs).
The Congressional Budget Act of 1974 requires CBO to prepare cost estimates for legislation at certain points in the legislative process. CBO is also required to provide the Congress with annual reports on projected spending, revenues, and deficits under current law. This presentation highlights how CBO uses information from other agencies to prepare those cost estimates and baseline projections.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
Impact DataSource Annual TEA Webinar: What to Know in 2018
Do I Need a New TEA letter? Are the TEA rules going to change? Will my EB-5 project still qualify?
Michael Kester, Lead EB-5 Economist and Partner, lead the the annual Webinar on May 2, 2018, discussing what to be on the lookout for regarding TEAs in 2018.
Present covers the new unemployment data released in April, 2018 and how that might affect EB-5 stakeholders; some state-specific details on data updates and changes to TEA policies; TEA basics; our updated TEA map; and the state of the EB-5 Program.
Questions about economic studies, business plans or EB-5 in general? Also contact Michael, or visit our website to find out more about our services: www.impactdatasource.com/eb5
2018 National Compliance Pulse Survey: Small Businesses Weigh In on Top Emplo...ComplyRight, Inc.
Would it surprise you to learn that more than half of small-business employers lack full confidence in their awareness of employment laws? And that most of them rely on non-experts for advice on HR compliance topics?
The second annual National Small Business Compliance Pulse Survey, sponsored by ComplyRight, revealed these and many other interesting findings. Join us for a fascinating, one-hour summary of the key insights revealed by the study. We’ll share statistics and observations about how small businesses just like yours feel about – and deal with – increasingly complex labor laws.
You will discover:
• The top HR compliance concerns among businesses with fewer than 100 employees
• The current level of HR technology adoption among those small businesses
• The surprising facts about what small businesses include – and don’t include – in their employee policy handbooks
• How many small businesses have faced labor law investigations, legal actions and fines
• How prepared they feel they are to deal with an investigation or legal action
The document discusses the development of mortality improvement scales in the United States. It describes how the Society of Actuaries (SOA) sought to update outdated mortality assumptions and developed Scale MP-2014 based on historical Social Security Administration data through 2009. The scale incorporates two-dimensional period and cohort effects using a model that blends historical trends with expert-judged long-term rates over a convergence period. The scale has been updated annually as new data emerges and the model has been refined.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Independent oversight bodies lessons from fiscal productivity and regulatory ...OECDtax
This document summarizes an academic paper that discusses the rise of independent oversight bodies in fiscal policy, productivity, and regulation. It begins by noting the growing trend for governments to establish independent, non-partisan institutions to provide oversight and analysis to inform policymaking. However, some argue this replaces democracy with technocracy. The document then examines three types of independent bodies - independent fiscal institutions, independent productivity commissions, and regulatory oversight bodies. It provides examples from different countries and discusses key features like independence. In conclusion, it considers lessons learned and debates around technocratic approaches.
Presentation by Kevin Perese, Principal Analyst in CBO’s Tax Analysis Division, at the annual meeting of the Allied Social Science Associations.
CBO’s analyses of the distribution of household income and federal taxes rely on a broad measure of before-tax income to rank households and to serve as the denominator for the calculation of average tax rates across the income distribution. In this presentation, CBO examines the strengths and shortcomings of that distributional framework and of several alternative frameworks for analyzing the distributional effects of government transfers and federal taxes. Those alternative frameworks use market income (which excludes all government transfers and federal taxes), after-tax income (which includes government transfers and federal taxes), and gross income (which is a pretax income measure that excludes means-tested government transfers but includes transfers from social insurance programs).
The Congressional Budget Act of 1974 requires CBO to prepare cost estimates for legislation at certain points in the legislative process. CBO is also required to provide the Congress with annual reports on projected spending, revenues, and deficits under current law. This presentation highlights how CBO uses information from other agencies to prepare those cost estimates and baseline projections.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
Impact DataSource Annual TEA Webinar: What to Know in 2018
Do I Need a New TEA letter? Are the TEA rules going to change? Will my EB-5 project still qualify?
Michael Kester, Lead EB-5 Economist and Partner, lead the the annual Webinar on May 2, 2018, discussing what to be on the lookout for regarding TEAs in 2018.
Present covers the new unemployment data released in April, 2018 and how that might affect EB-5 stakeholders; some state-specific details on data updates and changes to TEA policies; TEA basics; our updated TEA map; and the state of the EB-5 Program.
Questions about economic studies, business plans or EB-5 in general? Also contact Michael, or visit our website to find out more about our services: www.impactdatasource.com/eb5
The document is a Haiku Deck presentation that contains photos taken by various photographers. Most of the photos are credited to a single photographer named "Stuck in Customs" who took multiple pictures for the presentation. The presentation encourages the viewer to be inspired by the photos and create their own Haiku Deck on SlideShare.
This presentation examines nursing interventions to decrease rates of post-partum depression (PPD). Nurses can assess for risk factors and symptoms of PPD in mothers during their hospital stay after birth rather than waiting until the 6-week post-partum appointment. The goal is for nurses to provide early interventions for at-risk mothers to help prevent PPD. More research is still needed to determine if these nursing interventions started during hospitalization can successfully decrease PPD rates.
Differences Between E-Commerce and E-Businesslathe7bronze
The document provides guidance on creating an effective Request for Proposal (RFP) when seeking a developer to design or improve a website. An RFP should specify all project requirements including: an overview of the organization and goals of the project, budget and timeline, target audience details, branding and design specifications, and technical requirements. Including thorough details in an RFP allows developers to submit accurate proposals tailored to the specific needs of the project.
Urban Planning: Settlement size, pattern and structure as a function of socio...Ashutosh Mishra
WHAT IS SETTLEMENT ??
A settlement is a place where people live.
A settlement could be anything from an isolated farmhouse to a mega city (settlement with over 10 million people).
Settlements can either be temporary or permanent.
Temporary settlements include things such as refugee camps.
Some temporary settlements have become permanent over time, (the largest in Rio de Janeiro, Brazil).
The reason why a settlement developed in the first place is said to be its function.
The document summarizes different ignition systems used in vehicles. It discusses the basic components and functions of ignition systems including the ignition coil, spark plugs, and switching devices. It describes the primary and secondary circuits. It also explains the differences between contact point ignition systems, electronic ignition systems, and distributorless ignition systems. The distributorless system relies on sensors and a computer to precisely time ignition without mechanical parts like a distributor.
The document describes the aims and contents of a course on e-commerce and e-business. It will describe the phases companies go through when using the internet for business, forms of e-commerce, and purposes of intranets and extranets. It will also describe how websites support commercial transactions and ethical issues of e-commerce. The document provides details on topics that will be covered, including intranets, extranets, business-to-consumer e-commerce, technical requirements, and ethical issues.
The document discusses e-business and e-commerce. It defines e-commerce as buying and selling over computer networks, while e-business refers more broadly to servicing customers, collaborating with partners, and processing transactions electronically. The document outlines types of e-commerce like B2B, B2C, and C2C and discusses developing a web store, managing transactions securely, and integrating e-commerce with other business systems.
The document provides 10 steps for creating an effective resume that will help job seekers get interviews. It advises choosing a specific job target and learning the required skills. It also recommends highlighting accomplishments using action statements and listing past jobs and education in a format that emphasizes relevant qualifications for the target job. The document stresses customizing the resume for each job application.
The document discusses 100 pictures from Microsoft Clip Art that can be used according to the Microsoft Service Agreement. It provides an email address for PowerPoint tips and tricks as well as 50 PowerPoint templates and welcomes comments from Jean-Luc.
Commerce involves the exchange of goods and services between entities. E-commerce refers specifically to commerce conducted electronically over computer networks like the Internet. It allows buyers and sellers to connect directly, reducing costs. While traditional commerce involves manufacturers, distributors, wholesalers and retailers before reaching customers, e-commerce can connect businesses and consumers directly. The main types of e-commerce are business-to-business, business-to-consumer, business-to-employee, and consumer-to-consumer.
What's Going on in Labor and Employment Law: 2016 and BeyondG&A Partners
What’s trending in the world of human resources compliance? Get the inside scoop on the hottest topics in labor and employment law from a board-certified expert in this fast-paced webinar program.
The document provides an overview of strategies for preparing for and responding to an audit by the Office of Federal Contract Compliance Programs (OFCCP). It discusses OFCCP updates including greater focus on individual discrimination cases and compensation matters. It emphasizes developing accurate applicant tracking and compensation data. When an audit is scheduled, the key is to submit only requested documents and communicate effectively with the OFCCP. Internal preparation includes reviewing policies and data for issues and preparing employees for potential interviews. The goal is presenting information professionally to facilitate a favorable determination.
Ofccp enforcement trends 03 21_13_webinar deckJamie Janvier
This PowerPoint presentation provides information on employment, labor, and immigration law related to OFCCP compliance. It discusses OFCCP's increased focus on pay equity under the Obama administration, including new directives on compensation analysis and increased scrutiny of factors impacting pay. It advises employers to conduct privileged self-analyses of their compensation practices, validate processes impacting pay, and improve documentation of outreach efforts to prepare for more intensive audits.
This document provides a summary of a webinar on labor and employment law updates. The webinar covered several topics: increased enforcement by federal agencies; responding effectively to EEOC charges; issues around criminal background checks, wage regulations, and NLRB actions regarding non-union workplaces; challenges around leave, accommodations, social media policies, and unemployment benefits; and recommendations for reviewing handbooks and employment practices in light of changing laws. The presentation provided examples to illustrate legal issues and encouraged employers to audit policies and processes.
The document summarizes the progress and plans of the UK Office for National Statistics' (ONS) Administrative Data Census Project. The project aims to replace the traditional census with population statistics derived from administrative data by 2021. So far, the project has had success producing population estimates from linked health and tax records. However, fully replacing the census will require improved access to additional administrative data, better data linkage methods, and methods to produce a wider range of statistical outputs to meet user needs. The assessment concludes that while estimates of population size and numbers of households may be feasible by 2023, fully replacing the census with administrative data alone is unlikely due to limitations in available data and methods. Continued progress will depend on new legislation, engagement with
This document summarizes the agenda and presentations for an ONS household income statistics user roundtable meeting on October 16, 2019. The agenda includes introductions and presentations on developments in household income statistics, administrative data research, and methodological choices in analyzing the effects of taxes and benefits. The presentations will cover topics like individual weighting in household surveys, adjustments for top incomes, using administrative data to improve small area estimates and census income estimates, and understanding conceptual differences between income measures from surveys and administrative data. There will also be discussions on priorities for future research and engaging expert users in the research process.
Maintaining the Business Case for Equality - Reducing Risk and Ensuring Compl...SWF
The document discusses the dismantling of individual rights and attacks on equality and human rights in the UK. It summarizes the findings of a review of the Public Sector Equality Duty (PSED) in Wales, which found that the PSED raised the profile of equality and provided a structure for equality work, but that organizations faced challenges from a lack of clear guidance. It also outlines budget savings from various welfare reforms in the UK totaling over £5 billion.
Newcastle seminar presentation on regulationMark Beatson
This document discusses the impact of employment regulation on firms. It explores regulation both as a burden on businesses by increasing costs, and as a dynamic force that can motivate change. While regulations were initially seen as a major challenge, business perceptions of regulatory burden have fallen over time. Compliance costs are now relatively modest, though the process is still seen as burdensome. Regulations have led some firms to formalize policies and procedures but have not fundamentally changed management practices. The impact likely varies for different sized firms. Overall, regulations have generally been carefully crafted to not be too disruptive or costly, and tend to reinforce existing practices rather than drive transformational change.
Newcastle seminar presentation beatson with referencesNuBizHRMWE
Regulation affects employers in complex ways. It can burden businesses by increasing costs but can also act as a dynamic force that enables innovation. While regulations may increase compliance costs for firms, these costs are now relatively modest compared to other challenges firms face like attracting customers. Additionally, businesses' perceptions of regulatory burdens have been falling in recent years. Overall, employment regulations have had limited impact on fundamentally changing management practices in firms, though they have increased formalization of policies and procedures to some degree. The impact of regulations varies for different sized firms, especially between large firms and small- and medium-sized enterprises.
The document is a Haiku Deck presentation that contains photos taken by various photographers. Most of the photos are credited to a single photographer named "Stuck in Customs" who took multiple pictures for the presentation. The presentation encourages the viewer to be inspired by the photos and create their own Haiku Deck on SlideShare.
This presentation examines nursing interventions to decrease rates of post-partum depression (PPD). Nurses can assess for risk factors and symptoms of PPD in mothers during their hospital stay after birth rather than waiting until the 6-week post-partum appointment. The goal is for nurses to provide early interventions for at-risk mothers to help prevent PPD. More research is still needed to determine if these nursing interventions started during hospitalization can successfully decrease PPD rates.
Differences Between E-Commerce and E-Businesslathe7bronze
The document provides guidance on creating an effective Request for Proposal (RFP) when seeking a developer to design or improve a website. An RFP should specify all project requirements including: an overview of the organization and goals of the project, budget and timeline, target audience details, branding and design specifications, and technical requirements. Including thorough details in an RFP allows developers to submit accurate proposals tailored to the specific needs of the project.
Urban Planning: Settlement size, pattern and structure as a function of socio...Ashutosh Mishra
WHAT IS SETTLEMENT ??
A settlement is a place where people live.
A settlement could be anything from an isolated farmhouse to a mega city (settlement with over 10 million people).
Settlements can either be temporary or permanent.
Temporary settlements include things such as refugee camps.
Some temporary settlements have become permanent over time, (the largest in Rio de Janeiro, Brazil).
The reason why a settlement developed in the first place is said to be its function.
The document summarizes different ignition systems used in vehicles. It discusses the basic components and functions of ignition systems including the ignition coil, spark plugs, and switching devices. It describes the primary and secondary circuits. It also explains the differences between contact point ignition systems, electronic ignition systems, and distributorless ignition systems. The distributorless system relies on sensors and a computer to precisely time ignition without mechanical parts like a distributor.
The document describes the aims and contents of a course on e-commerce and e-business. It will describe the phases companies go through when using the internet for business, forms of e-commerce, and purposes of intranets and extranets. It will also describe how websites support commercial transactions and ethical issues of e-commerce. The document provides details on topics that will be covered, including intranets, extranets, business-to-consumer e-commerce, technical requirements, and ethical issues.
The document discusses e-business and e-commerce. It defines e-commerce as buying and selling over computer networks, while e-business refers more broadly to servicing customers, collaborating with partners, and processing transactions electronically. The document outlines types of e-commerce like B2B, B2C, and C2C and discusses developing a web store, managing transactions securely, and integrating e-commerce with other business systems.
The document provides 10 steps for creating an effective resume that will help job seekers get interviews. It advises choosing a specific job target and learning the required skills. It also recommends highlighting accomplishments using action statements and listing past jobs and education in a format that emphasizes relevant qualifications for the target job. The document stresses customizing the resume for each job application.
The document discusses 100 pictures from Microsoft Clip Art that can be used according to the Microsoft Service Agreement. It provides an email address for PowerPoint tips and tricks as well as 50 PowerPoint templates and welcomes comments from Jean-Luc.
Commerce involves the exchange of goods and services between entities. E-commerce refers specifically to commerce conducted electronically over computer networks like the Internet. It allows buyers and sellers to connect directly, reducing costs. While traditional commerce involves manufacturers, distributors, wholesalers and retailers before reaching customers, e-commerce can connect businesses and consumers directly. The main types of e-commerce are business-to-business, business-to-consumer, business-to-employee, and consumer-to-consumer.
What's Going on in Labor and Employment Law: 2016 and BeyondG&A Partners
What’s trending in the world of human resources compliance? Get the inside scoop on the hottest topics in labor and employment law from a board-certified expert in this fast-paced webinar program.
The document provides an overview of strategies for preparing for and responding to an audit by the Office of Federal Contract Compliance Programs (OFCCP). It discusses OFCCP updates including greater focus on individual discrimination cases and compensation matters. It emphasizes developing accurate applicant tracking and compensation data. When an audit is scheduled, the key is to submit only requested documents and communicate effectively with the OFCCP. Internal preparation includes reviewing policies and data for issues and preparing employees for potential interviews. The goal is presenting information professionally to facilitate a favorable determination.
Ofccp enforcement trends 03 21_13_webinar deckJamie Janvier
This PowerPoint presentation provides information on employment, labor, and immigration law related to OFCCP compliance. It discusses OFCCP's increased focus on pay equity under the Obama administration, including new directives on compensation analysis and increased scrutiny of factors impacting pay. It advises employers to conduct privileged self-analyses of their compensation practices, validate processes impacting pay, and improve documentation of outreach efforts to prepare for more intensive audits.
This document provides a summary of a webinar on labor and employment law updates. The webinar covered several topics: increased enforcement by federal agencies; responding effectively to EEOC charges; issues around criminal background checks, wage regulations, and NLRB actions regarding non-union workplaces; challenges around leave, accommodations, social media policies, and unemployment benefits; and recommendations for reviewing handbooks and employment practices in light of changing laws. The presentation provided examples to illustrate legal issues and encouraged employers to audit policies and processes.
The document summarizes the progress and plans of the UK Office for National Statistics' (ONS) Administrative Data Census Project. The project aims to replace the traditional census with population statistics derived from administrative data by 2021. So far, the project has had success producing population estimates from linked health and tax records. However, fully replacing the census will require improved access to additional administrative data, better data linkage methods, and methods to produce a wider range of statistical outputs to meet user needs. The assessment concludes that while estimates of population size and numbers of households may be feasible by 2023, fully replacing the census with administrative data alone is unlikely due to limitations in available data and methods. Continued progress will depend on new legislation, engagement with
This document summarizes the agenda and presentations for an ONS household income statistics user roundtable meeting on October 16, 2019. The agenda includes introductions and presentations on developments in household income statistics, administrative data research, and methodological choices in analyzing the effects of taxes and benefits. The presentations will cover topics like individual weighting in household surveys, adjustments for top incomes, using administrative data to improve small area estimates and census income estimates, and understanding conceptual differences between income measures from surveys and administrative data. There will also be discussions on priorities for future research and engaging expert users in the research process.
Maintaining the Business Case for Equality - Reducing Risk and Ensuring Compl...SWF
The document discusses the dismantling of individual rights and attacks on equality and human rights in the UK. It summarizes the findings of a review of the Public Sector Equality Duty (PSED) in Wales, which found that the PSED raised the profile of equality and provided a structure for equality work, but that organizations faced challenges from a lack of clear guidance. It also outlines budget savings from various welfare reforms in the UK totaling over £5 billion.
Newcastle seminar presentation on regulationMark Beatson
This document discusses the impact of employment regulation on firms. It explores regulation both as a burden on businesses by increasing costs, and as a dynamic force that can motivate change. While regulations were initially seen as a major challenge, business perceptions of regulatory burden have fallen over time. Compliance costs are now relatively modest, though the process is still seen as burdensome. Regulations have led some firms to formalize policies and procedures but have not fundamentally changed management practices. The impact likely varies for different sized firms. Overall, regulations have generally been carefully crafted to not be too disruptive or costly, and tend to reinforce existing practices rather than drive transformational change.
Newcastle seminar presentation beatson with referencesNuBizHRMWE
Regulation affects employers in complex ways. It can burden businesses by increasing costs but can also act as a dynamic force that enables innovation. While regulations may increase compliance costs for firms, these costs are now relatively modest compared to other challenges firms face like attracting customers. Additionally, businesses' perceptions of regulatory burdens have been falling in recent years. Overall, employment regulations have had limited impact on fundamentally changing management practices in firms, though they have increased formalization of policies and procedures to some degree. The impact of regulations varies for different sized firms, especially between large firms and small- and medium-sized enterprises.
This document discusses population forecasting for the DC Department of Corrections. It provides background on corrections facilities and the differences between jails and prisons. It then examines factors that influence the jail population such as intake and release rates, length of stay by offense, and the complex relationships between the criminal justice system agencies. The document considers the data and challenges of defining cohorts for forecasting. It outlines the forecasting requirements and considerations for using the forecasts for agency budgeting, planning, and population management.
The New Zealand Productivity Commission is conducting an inquiry into local government regulation. It has released a draft report for consultation and submissions are due by 6 March 2013. This overview of the key issues was presentted to Local Government New Zealand in February 2013. For more information: www.productivity.govt.nz/inquiry-content/local-government.
Data Quality in the Banking Industry: Turning Regulatory Compliance into Busi...Precisely
During the last 15 years, regulatory requirements in financial services have grown substantially in order to reduce the risk of global, systemic economic failure. Quality data provided through effective data governance and data quality processes is central to achieving effective compliance reporting. Not only does data quality help ensure accurate reporting, but successful compliance significantly enhances other business decisions which rely on high quality data.
This webinar looks at the ramp up in reporting complexity, how successful compliance is linked to data governance and data quality, and how data quality helps empower financial institutions to make better decisions to increase revenue and decrease expense.
View this webinar on-demand for a discussion on:
• Tracing the background for regulatory reporting and key financial regulations
• Understanding how data quality helps institutions succeed with regulatory reporting compliance
• How regulatory reporting improves data for other business decisions
• How financial institutions leverage Trillium DQ to deliver quality data
Presented Webinar at the Government Resources Section of the North Carolina Library Association on September 19, 2019 by Jennifer C. Boettcher @jennywombat. Watch at https://www.linkedin.com/pulse/whats-new-economic-census-jennifer-c-boettcher/?trackingId=1EIuBFH7LZAL4Mu4aiTCvA%3D%3D
The Chief Data Officer's Agenda: The Status of the Chief Data OfficerDATAVERSITY
CDOs are a hot topic of discussion, but does the reality support the hype? We spent the last few weeks talking to CDOs, and based on our research, the answer is absolutely “yes.” And then sometimes it’s also “no.” Though there is lots of prognostication about what CDOs “should” be doing, we found a lot of misinformation and misunderstanding about how the role operates in practice. The fact is that CDOs are a multi-faceted bunch. Most of them work on enterprise data strategy, but the rest of their time is highly customized to the needs of their particular organization, including analytics, data operations, and even application development. The real world of today’s CDO is varied, exciting, sometimes frustrating, and often creative! Please join John Ladley and Tony Shaw for their launch of the DATAVERSITY “Status of the CDO” Report, a thorough survey of what CDOs are doing today. We will cover topics including:
What motivates an organization to appoint a Chief Data Officer?
Who does the CDO report to?
What experience does it take to become a CDO?
Do CDOs have their own staff and budget?
How do functional responsibilities vary from industry to industry?
What are the differences between the CIO and CDO roles?
What are some of the pitfalls and unrealistic expectations for CDOs?
What issues are on the horizon for Chief Data Officers?
In December 2014 Professor Jason Heyes, along with Dr Paul Lewis from the University of Birmingham, co-hosted a one-day workshop on ‘Regulating work and employment: recent changes/future prospects’. The event was attended by representatives of ACAS, the Department of Business, Innovation and Skills (BIS), the CIPD and the Gangmasters Licensing Authority (GLA), as well as leading academics and early career researchers. The workshop was the culmination of a two-year project, funded by the British Academy and Leverhulme Trust, which has assessed the consequences of labour market policy reforms in the EU since the start of the economic crisis in 2008.
During the workshop, Jason Heyes, Paul Lewis and Mark Beatson – chief economist at the CIPD – discussed the implications of employment rights reforms for workers and employers while Dr Tim Vorley (Sheffield), Professor Ute Stephan (Aston) and Professor Simon Down (Anglia Ruskin) spoke about the impact of employment regulations on small businesses. Mark Heath from the GLA and Professor Linda Dickens from the University of Warwick assessed long-standing and emerging challenges facing government agencies responsible for ensuring compliance with employment rights while Tony Thomas and Paula Lovitt provided insights into BIS’ review of employment status.
We are hosting many slides from this event on Slideshare. Find out more about the Work, Organisation & Employment Relations Research Centre (WOERRC) here: http://www.woerrc.group.shef.ac.uk/
This document provides a summary of an employment law webinar discussing recent and upcoming changes. It outlines proposed changes to overtime regulations that would raise the minimum salary for exempt employees. It also discusses issues like unpaid internships, joint employer standards, independent contractor classification, Affordable Care Act reporting requirements, and other National Labor Relations Board developments. The webinar aimed to bring employers up to date on the current employment law landscape and help them prepare for new regulations and standards.
This document provides an overview of the CBSA's Cost Factor Manual (CFM) and how it uses a stepped-variable approach to operational costing and capacity management. The CFM links financial expenditure data to program volumetrics at the Port of Entry level and Directorate level. It accounts for 100% of expenditures without double counting and balances to public accounts. The CFM is used to cost budget submissions, allocate resources, identify cost variances, and develop performance indicators. A visualization tool under development will allow users to analyze CFM data. Next steps include confirming the CFM's scope and limitations and deploying the tool to support engagement on an enterprise data warehouse.
Similar to 2012 ILG National Conference Recap (20)
2. Themes
1. Not much is new
2. OFCCP is in a holding pattern
3. OFCCP is “Screwed up”
Presentations Summaries
1. Nita Beecher, Mercer – Workforce Metrics in the Global
Environment: Best Practices for Employer
2. Beth Ronnenburg, Berkshire Associates Inc.- New
Census Data and AA Compliance-Understanding the
Impact
3. David Goldstein, Littler – OFCCP’s New Scheduling
Letter: Anticipating the New Desk Audit Submission
4. John Fox – Recent Significant Developments at OFCCP
3. Theme #1 - What is new?
• Changes to the Corporate Scheduling
Announcement Letter (CSAL)
▫ Rather than a letter, in 2013 the OFCCP will
provide a list on the internet.
Eliminates their need to follow up with contractors,
as 80% of the time those who requested letter didn’t
receive one.
• Possibly could issue CSAL this year, but would
be via the normal process.
4. Theme #2 - OFCCP in holding pattern
• April 2011 - Proposed revisions to the veterans regulations
• August 2011 – Advanced notice of proposed rulemaking released
regarding possible changes to OFCCP's guidance regarding
compensation
• September 2011 - Proposed Scheduling Letter changes and the
itemized listing that accompanies the scheduling letter
• December 2011 - Proposed revisions to the regulations regarding
persons with disabilities
• The proposed changes to the federal contract compliance manual
that have been in the works for several years (and that were
reportedly complete as of the July 2011 NILG conference in New
Orleans)
• Changes to the regulations regarding construction contractors (no
formal OFCCP proposal yet)
• Changes to OFCCP's regulations on sex discrimination (no formal
OFCCP proposal yet)
5. Predictions
• Most agreed that no initiatives are likely to move forward until after the election.
• Veterans regulations may be released prior to the November presidential
election or get out the door in December
• John Fox heard Veterans regulations were on Debra Carr’s desk (not even at OMB) so
they can’t get published.
• Some initiatives will not move forward at all.
• John Fox predictions
• If Romney wins, all regulations stop, except the vets may be out the door in December.
Burdensome comp requests will end and you will see more transparency.
• If Obama elected and Republicans take Senate, the OFCCP will be moribund (in a dying
state)
• If Obama elected and Democrats keep the Senate, programs will slowly get done, but
with numerous compromises and changes.
• David Cohen predictions if Obama wins…
• Some pay cases will be deferred to Dept of Justice
• Increased focus on pay
• OFCCP will ask companies if they did a proactive comp analysis
• Pooled regression analysis is going to happen with SSEG as a variable
6. Theme #3 - OFCCP is Screwed up
• We/They mentality more than ever
• Not getting the return on their investment of
time or resources
▫ More compliance officers - increased from 585 to
798 FTEs – but fewer monetary returns
▫ Proposing regulations that don’t necessarily
advance Equal Opportunity, but rather give reason
for recordkeeping violations – burying themselves
in paperwork
• Compensation review incurred major setback
7. OFCCP Statistics by Administration
• Bush Administration (2004-2008) 85-93% of audits were
closed without notice of violation
– Charles James (from Bush administration) had best record in
monetary recoveries doing fewer audits and having fewer
compliance officers.
• Obama Administration (2009-2011) 72-82% of audits were
closed without notice of violation
• Essentially 1 in 4 ends in a conciliation agreement, resulting in a
negative correlation between CAs and financial remedies relative
to the Bush administration.
– Differences in enforcement amongst regions (See Appendix):
• SWARM – 5% CAs
• Northeast and Mid-Atlantic– 34% CAs
• Midwest – 31% CAs
8. OFCCP Statistics by Administration
• The type of conciliation agreements/consent
decree has flip-flopped between administrations:
▫ 2008 CAs – 60% recordkeeping, 26% outreach
▫ 2011 CAs – 26% recordkeeping, 58% outreach
9. Show me the money – ROI?
• Bread and butter of monetary recoveries is
disparate treatment in entry level hiring (95% of
findings).
• Section 4212/503 Enforcement – Between 2007
– 2011, there were 22,000 complaints of
discrimination against vets and individuals with
disabilities, of which only 3 claims were found to
be valid. Don’t produce backpay.
10. Show me the money – ROI?
• OFCCP is desperate for a comp settlement – they have spent a
lot of money on increased review, but haven’t recovered the
money.
• Approximately 1/3 of all CAs last year involved compensation
• No pattern of industry or job type
• 27 comp cases in 2011
• 1 was Astra Zeneca for $250,000
• 26 of 27 cases were cohort analysis payouts
– Most settlements were between 1-3 victims
– 2 appeared to collect remedies for men (contrary to the government’s
goal of closing the gender pay gap)
– 1 did not list a protected class, but just said person x made less than
others.
– Cohorts are an audit nuisance. If the OFCCP says you should make an
adjustment, you can say “No. Show us the intent to discriminate.”
Never seen a cohort case go to the solicitor’s office
11. Compensation Review Setback
• The NAS National Research Center was asked to review OFCCP’s
method for measuring and collecting compensation data.
• The National Academy of Sciences' National Research Council
(NRC) is suggesting OFCCP (and other federal agencies) should
limit their collection of compensation data until the government
knows how this data will be kept safe and how it will be effectively
used.
• Forget paragraph 12 of new scheduling letter. This NRC report may
act as a significant barrier to the implementation of any new
compensation-related initiative. MAJOR SETBACK of estimated 4-6
years!!!
• Basic findings of the NAS NRC is that the OFCCP needs to pull back,
develop better plan, pilot the plan, test it using an independent
contractor, find ways to better protect confidentiality of data and
develop legislation to increase the ability of the agency to protect
confidential data.
13. ILG Presentation Reviews
Nita Beecher, Mercer
•Workforce Metrics in the Global Environment: Best Practices for Employers
Beth Ronnenburg, Berkshire Associates Inc.
•New Census Data and AA Compliance-Understanding the Impact
David Goldstein, Littler
•OFCCP’s New Scheduling Letter: Anticipating the New Desk Audit Submission
John Fox
•Recent Significant Developments at OFCCP
14. WORKFORCE METRICS IN THE GLOBAL
ENVIRONMENT:
Best Practices for Employers
Nita Beecher and Liz MacGillivray
Thursday, August 30, 2012
2012 ILG National Conference
Waikoloa, Hawaii
15. Global Workforce Metrics Notes
• Global companies typically prepare a Global Cultural view (e.g.
respecting differences), not necessarily requiring the same EEO
policy.
▫ In Asia, diversity is a new concept, not always culturally understood.
• Tracking women is the #1 item tracked globally. Next would be
disability
• In many countries (Brazil, Turkey, Vietnam, Cambodia, Malaysia,
Ethiopia, Spain, Jordan, Thailand), you have to hire a certain % of
individuals with disabilities based on the number of employees you
have or you can be fined.
• Bullying (aka: being a jerk) can violate law in other countries (e.g.
Belgium, France, Brazil)
• If you are going to measure diversity, be prepared to do something if
you find an issue
16. New Census Data and AA
Compliance
Understanding the
Impact
Beth A. Ronnenburg, SPHR
August 30, 2012
17. EEO 2006-2010 ACS Tabulation
• Formerly known as the EEO Special File
• Provides ethnicity, race and sex civilian
workforce data mapped to occupational data
• Used to create external availability statistics
for affirmative action planning
18. EEO 2006-2010 ACS Tabulation
• Includes data based on geography, industry,
age, educational attainment, median earnings
and citizenship
• Sponsored by OFCCP, EEOC, DOJ & OPM
• Data will be disseminated through American
FactFinder
▫ Most contractors will rely on their AAP vendor
to format the data for them
19. Current Status
• Scheduled to be released end of Nov or
beginning of Dec, 2012
• OFCCP will then issue a directive indicating
when contractors will need to begin using the
data
– The 2000 EEO Special File was released in
December 2003 & OFCCP required
contractors to use the data for plans on or after
January 1, 2005
20. Census Occupation Codes
• Similar to 2000
• 488 codes in the latest file (6/18/12)
• Four digits versus three in 2000 data
▫ In most cases the only change is that a zero
is added to the end of the code
012 Financial Managers is now 0120 Financial
Managers
• Approximately 80% are an exact match to
2000
▫ Other 20% are new codes, codes that were
split and codes that were combined
21. What can you do to prepare?
• Contractors who store the census code in
their HRIS should ensure that field size can
accommodate the change
• Review the crosswalk, but don’t rely solely
on the document
▫ There are 28 2010 census codes that are NOT
directly mapped to a 2000 Census code.
22. Disability
• Originally told it could not be included
because:
▫ Same questions were not asked each time
▫ Research was not conducted on 6 questions
that might be used to identify those who had a
“disability”
• Information on “disability” will be available
from a series of tables created by DOL
(ODEP & OFCCP) and will be released at the
same time
23. 2010 Census
• Population increased 9.7% (27.3M)
▫ More than ½ of the growth was due to increase in
Hispanic population (15.2M)
• Regional growth varied
▫ South/14.3%
▫ West/13.8%
▫ Midwest/3.9%
▫ Northeast/3.2%
26. 2010 Population - Race
• Minority population grew 28.8% while White
alone, Not Hispanic grew only 1.2%
• Hispanic and Asian population have the
highest growth rates (~ 43%)
• The Black population experienced the 2nd
smallest growth rate (12%)
28. Regional Minority Population
• Texas joined California, DC, Hawaii and New
Mexico in having a “majority-minority”
population
• Minority population grew in all 50 states
▫ Nevada increased the most (78%)
• 348 counties (11%) now have a majority-
minority population
30. 30
Recommendation #1 - Summaries
• For the annual AAP, continue to prepare summaries of applicant, hire,
promotion and termination data by minority/nonminority groups.
• The regulations prescribing the required contents of written AAPs have
not changed in Part 60-2, and they speak only in terms of females and
all minorities.
• Section 60-2.17: “must perform in-depth analyses of its total
employment process” and “must evaluate . . . Selection, recruitment,
referral and other procedures to determine whether they result in
disparities in the employment or advancement of minorities or women.”
• Itemized Listing, footnote 6: “The term ‘race/ethnicity’ as used
throughout the Itemized Listing includes these racial and ethnic groups:
African-American/Black, Asian/Pacific Islander, Hispanic, American
Indian/Alaskan Native, and White.”
31. 31
Recommendation #2 - IRAs
• Under the protection of attorney-client privilege, prepare job
group impact ratio analyses:
▫ Minority versus White (the way the summaries appear in the AAP)
▫ Each race versus White
▫ Each race versus its non-race (but excluding 2 or more races)
Hispanics versus non-Hispanics (including Whites)
Blacks versus non-Blacks (including Whites), etc.
Will tell you which is the most-favored race
▫ Every other race versus most favored race
• Prepare impact ratio analyses by title
▫ If a job title has fewer than 5 selections, not critical to run title by title
analyses
32. 32
Recommendation #2 (cont’d)
• Under the protection of attorney-client privilege, if a
job group or job title shows a statistically significant
impact, look for simplest explanations first
▫ control for job requisition or job opening
▫ don’t lose sight of statistical significance—the 1/20 or 5%
threshold
may be a function mostly of running so many analyses
the more you run, the more likely one or more will “pop”
difference between 2 standard deviations and 3+ standard
deviations
33. 33
Recommendation #3 –
Promos and Terms (cont’d)
• Pools
▫ Promotions
only competitive (applied for) promotions will have specific pools
possible default pool for noncompetitive promotions, beginning of the
year population in the job group or job title, with or without hires (?)
▫ Terminations
RIFs often will have specific pools
other involuntary (for cause) termination likely will not
default pool could be beginning of AAP year snapshot of job
group/title, with or without hires (?)
34. 34
Recommendation #4 –
Retrievability
• Do you currently track this data for contractors, per-
diems, day-laborers, and temporary employees? If not,
do so now.
• Ensure that HRIS, payroll, performance records,
executive compensation, stock awards, bonuses,
incentives – all the various tracking systems can “talk to
each other” so you can pull the “other” compensation
data
• Implement the means to capture 12 months of the non-
base salary data going back to February 1 of the prior
year
35. 35
Recommendation #5 –
Comp Data and Policies
• Assess what other data you maintain reliably, consistently, and how
retrievable it is
▫ Education
▫ Prior work history
▫ Company work history
▫ Company compensation history
▫ Performance ratings
▫ Merit Increases
▫ Initial Starting Salary
• Whose pay is set pursuant to collective bargaining?
• Assess what policies and compensation documentation exists
▫ Up to date? Accurate?
▫ Reflective of current practices?
36. 36
Recommendation #6 –
Comp Analyses
• For non-audits (routine AAPs), continue to run these
simply because despite all the activity by OFCCP on
comp, most compensation audits wind up focusing on
specific job titles and the company’s ability to explain
pay variations within the job title
• Under the protection of attorney-client privilege (and if
you have the budget)
▫ Self-evaluate the variables in a regression analysis
• How should you submit data at the desk audit?
• What data should you submit at the desk audit?
37. 37
Recommendation #7 - CBAs
• Ensure that company labor relations officers
know about your need to produce this
information in OFCCP audits
• Develop a mechanism to keep track of all “policy
statements, employee notices or handbooks”
that “implement, explain or elaborate” on the
CBA.
38. 38
Recommendation #8 – Leave Policies
• Identify relevant leave policies
• Who “owns” the handbook and its updates? Ensure that the
“owner” of the process and/or the updates on your company
intranet know about your need for this information in an OFCCP
audit
• If you maintain your policies on your company Intranet, how easy or
hard would it be to pdf the relevant pages as part of an audit? If
time consuming, make a pdf of them, now.
• Are they current?
• Are they accurate?
• Keep in mind that because AAPs go one year back (and in an audit
OFCCP is entitled to 2 years back), you need to keep track of policies
that were in effect at the time of the data capture and personnel
actions
39. 39
Recommendation #9 - VETS Reports
VETS forms for the last two years:
Copies / Viewing of Filings
2011 Filing Cycle 2010 Filing Cycle or Earlier
• Contractors will have the ability to • Copies of previously submitted reports
view the reports that they submitted for the 2010 filing cycle or earlier are
and will not be able to view those of not available in the VETS100 online
other contractors. Copies may be reporting application. They can only
printed using the VETS100 online be obtained through a Freedom of
reporting application by the end user Information Act (FOIA) request.
only. Please go to the US DOL's FOIA
• Hard copies for contractors other than homepage for instructions on how to
the submitting contractor can be do this at: www.dol.gov/dol/foia/.
obtained only through a Freedom of • Submit your FOIA requests, now.
Information Act (FOIA) request.
Please go to the US DOL's FOIA
homepage for instructions on how to
do this at: www.dol.gov/dol/foia/.
40. 40
Recommendation #10 –
Track Accommodations
• Who “owns” the accommodation process, now?
• Limited to ADA accommodations, or broader?
• Note: Itemized Listing 13 asks only for
accommodations granted; it does not ask for all
accommodations requested
• Ensure that the accommodation process owners
know that “records of accommodations granted” will
be needed for a desk audit submission
41. Recent Significant Developments
at OFCCP
August 30, 2012
John C. Fox, Esq.
Fox, Wang & Morgan P.C.
160 W Santa Clara Street
Suite 700
San Jose, CA 95113
42. Battle Front 1: THE BIG PICTURE
42
1. It remains all (and almost ONLY) about failure to hire Entry-level,
unskilled Production Labor (95% of OFCCP’s historic back pay
collections)
2. Compensation audits are very expensive to defend these days, but are
not producing much back pay.
3. OFCCP’s Construction Program has found no unlawful discrimination
in 20 years. Program is in shambles, and suddenly becoming
unnecessarily very burdensome in audits.
4. OFCCP’s Section 503 program has found very little unlawful
discrimination in the 20 years since the ADA became law. (OFCCP’s
503 program used to be robust, but is now in shambles. EEOC is now
annually collecting hundreds of millions of back-pay $ in ADA
settlements/judgments/verdicts. Should OFCCP’s controversial
proposed regulations go to final, compliance costs will increase by
hundreds of thousands of dollars/yr for most federal contractors.)
43. Battle Front 1: THE BIG PICTURE (Cont.)
5. OFCCP’s VEVRAA program lacks unlawful
discrimination authority, has produced very little back-
pay over the decades as a result, or jobs for veterans,
and is in disarray despite the strong desire of
contractors to hire veterans.
6. Most of us are slogging through terribly lengthy audits
which don’t matter much, but are increasingly
expensive and frustrating to defend.
7. Vendor profits are up; contractor satisfaction is down;
the high pace of OFCCP turnover of its personnel and
the cost-benefit ratio of OFCCP continue to be lively
subjects of discussion.
44. Battle Front 3: Regulatory Revisions: Full Stop
April 2012 Review Of OFCCP’s July 2011 “To-Do” List
1.Publish Advance Notice of Proposed Rulemaking (ANPRM) re
“Compensation Data Collection Tool”: by July 2011 (Done: August 10,
2011)
2.Publish a Notice of Proposed Rulemaking (NPRM) re Section 503: by
August 2011 (Done: December 9, 2011)
● This proposal “ripped the fabric” of trust, in my observation,
between OFCCP and the contractor community which perceived
this proposal to cover-up hundreds of millions of dollars of costs
and thus tore at OFCCP’s integrity and sense of partnership.
● Note: Applied Economics Strategies, LLC, founded by a former
Bush Administration appointee, issued a report on July 19, 2012
estimating OFCCP’s Section 503 regulation would cost in fact, $5.9
Billion with an annual recurring cost of $2.68 Billion per year.
47. 47
Battle Front 5: Audits
I. OFCCP has issued several new audit instructions (Cont.)
B. Substance changes (Cont.)
9. Contractor outreach to the Disabled and Protected
Veterans communities which satisfied
Clinton/Bush Administrations suddenly no longer
compliant
So, what is required this month?
▫ OFCCP is not enforcing proposed regulations
▫ Subjective, how deep is your relationship with your newbie
Compliance Officer?
48. 48
Battle Front 5: Audits (Cont.)
III. New Audit Protocols In Chicago (Cont.)
▫ MWRO now finishing the 830 audits (in FY 2012) MWRO
had scheduled on June 3, 2011 (in FY 2011) and which
OFCCP National Office formally pulled back on June 17,
2011
This action conflicts with OFCCP’s announced
intent to retire each year’s audit list at end of
each Fiscal Year
Why?
This is not a legal problem, in my judgment.
49. The Fox OFCCP Report
49
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Network to put you on a free subscriber’s list:
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According to the Policy and Programs Office, they are changing the way the CSALs will be administered. That’s about it!
The overwhelming theme was that given the pending elections, everything is in a holding pattern. The OFCCP put out a number of proposed regulations, mostly in 2011, that seem to have gone nowhere given here we are over a year later and nothing has changed. We have sort of timelined the various proposals out there to demonstrate that, starting with the proposedvets regs in April 2011 to the proposed disability regs put out in December 2011. We even heard last year at the National ILG that the Federal Contract Compliance Manual was basically complete in July 2011, but still haven’t seen anything yet.
Thus, several presenters speculated on what was going to occur with these proposed changes. Most agreed nothing would happen before the election, in which they were right. Some thought that the veterans regulations may be released prior to the November presidential election, which we did not see, or that they may get out the door in December, which we should find out here within the next month, although John Fox heard the vets regs were on Debra Carr’s desk, who is the Director of the Division of Policy, Planning and Program Development at the OFCCP, so that they couldn’t get published that quickly. (Not sure what the process is) There was some feeling among the presenters that some initiatives will not move forward at all. I’ve captured some of the thoughts of two of the presenters directly with respect to their predictions based upon the election results. From Fox’s presentation If President Obama wins in November, the big question will be whether the Republicans take the Senate in addition to the House. OFCCP will face hostile Congress and will be moribund. If President Obama wins in November, but Democrats keep the Senate, OFCCP’s regulatory program will slowly get done, but with numerous compromises and changes. If Mr. Romney wins in November, OFCCP’s regulatory program will come to a hard stop, although Pat Shiu will likely try to get at least her Veteran’s regulations out the door in early December. OFCCP’s audit processes will become more standardized, predictable and transparent. OFCCP’s burdensome adventure with compensation audits will end.
We/They mentality - OFCCP was absent from the conference. Patricia Shiu delivered a pre-recorded address that was lackluster and didn’t reaaly share anything or given contractors a sense of what to expect. They have more COs, but are not getting a monetary return on that investment, but rather are burying themselves in paperwork. We’ll talk about some of those results. Sandy Ziegler, former Midwest Regional Director, - Felt proposed regs don’t necessarily serve purpose EEO/AA is trying to accomplish. They basically make it simple to cite contractors because there is no way to easily do what is being asked of contractors. Also a major setback in the comp area, which we’ll discuss a little bit more, so let’s dive into some of these a bit more deeply.
The overall feeling was that since Obama took office, the OFCCP has not been as effective and the financial recoveries show that. Even though the majority of audits under the Bush administration resulted in no findings (85%-93%), Charles James has the best record of monetary recoveries and he did it with fewer compliance officers. Under the Obama administration, nearly 25% of the audits close with a notice of violation, but they are technical violations so the OFCCP is simply burying themselves in paperwork. There is a difference across the regions with respect to the notice of violation ratio. There is a slide in the appendix that shows all of the regions, but this shows the highest, lowest and where the Midwest falls.
Just another interesting note or difference between the two administrations is that the type of violations has flip flopped between recordkeeping and Outreach. I think contractors are really feeling that in their audits with a heavy focus on veterans and individuals with disabilties.
The bottom line is that these technical violations aren’t producing any monetary recoveries. The bread and butter of monetary recoveries is disparate treatment in entry level hiring as 95% of financial recoveries come from this, but the OFCCP seems to have been focusing its efforts on compensation, veterans and individuals with disabilities, which simply have not produced significant financial recoveries or benefits. As you can see, of the 22,000 complaints against vets and individuals with disabilities, only 3 were valid. Bottom line is Section 503 and VEVRAA don’t produce backpay
As for all of the compensation reviews where we have been subjected to submitting our line item data, this hasn’t recovered many dollars either. The thought was that OFCCP was desperate for a comp settlement and may be on the hunt for a big one to make up for what they have lacked so far.
There was some news however around the whole compensation review piece hitting a major roadblock and the news was just “released” prior to the conference.
Simply my notes from the session on things I found interesting. Found it interesting that many countries have hiring quotas around individuals with disabilities. As contractors, we know something of this sort m may be looming in our future, so perhaps there is something we can learn from these countries and how they do it. I think the last bullet really goes without saying as we all know in the work that we do if we find issues, whether that be adverse impact in promotions or disparity in pay, we need to do something once we uncover an issue, we can’t just ignore it.
Presidential outcome may drive the implementation date.
For example – if you are a medical institution you will want to break out RN from Nurse anesthetists and Nurse Practitioner