This presentation covers the basics of affirmative action for employers including:
- Laws & Regulations
- Who is covered?
- Who enforces?
- When are plans needed?
- What is required?
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OutSolve principal Jeremy Mancheski reviews what federal contractors need to know about affirmative action planning, affirmative action compliance, OFCCP regulations and enforcement, affirmative action plan components and OFCCP audits.
Affirmative Action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative Actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written Affirmative Action programs must implement them, keep them on file and update them annually.
Introduction to Employment Equity by Derek Hendrikz. Covers purpose of EE, workplace prejudice and discrimination, employment equity act, affirmative action, black empowerment, black economic empowerment, BBBEE, BEE, EE committee, non-compliance, EE plan,
Affirmative Action Basics & Affirmative Action Compliance from OutSolveOutSolve
OutSolve principal Jeremy Mancheski reviews what federal contractors need to know about affirmative action planning, affirmative action compliance, OFCCP regulations and enforcement, affirmative action plan components and OFCCP audits.
Affirmative Action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative Actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written Affirmative Action programs must implement them, keep them on file and update them annually.
Introduction to Employment Equity by Derek Hendrikz. Covers purpose of EE, workplace prejudice and discrimination, employment equity act, affirmative action, black empowerment, black economic empowerment, BBBEE, BEE, EE committee, non-compliance, EE plan,
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
Investigations into allegations of workplace violence, harassment, sexual harassment, discrimination or employee misconduct must be conducted in a fair and impartial manner. In our changing legal landscape, businesses need to have a defined process as well as established policies to address violence and harassment in the workplace. Equally important is ensuring that complaints are objectively investigated in a consistent and effective manner. Failure to do so can result in significant legal cost and potential Human Rights Claims
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline.
These are the presentation slides I used in my lecture on the subject on February 15, 2013 at the Asian Institute of Management - Conference Center, Makati City, Philippines. The seminar is sponsored by Ariva! Events Management and co-sponsored by the Rotary Club of Makati McKinley, RI District 3830.
The talk is essentially about employee discipline which can lead to employment termination. The focus of my lecture is on the legal aspect and framework of this employee relations process.
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
Investigations into allegations of workplace violence, harassment, sexual harassment, discrimination or employee misconduct must be conducted in a fair and impartial manner. In our changing legal landscape, businesses need to have a defined process as well as established policies to address violence and harassment in the workplace. Equally important is ensuring that complaints are objectively investigated in a consistent and effective manner. Failure to do so can result in significant legal cost and potential Human Rights Claims
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline.
These are the presentation slides I used in my lecture on the subject on February 15, 2013 at the Asian Institute of Management - Conference Center, Makati City, Philippines. The seminar is sponsored by Ariva! Events Management and co-sponsored by the Rotary Club of Makati McKinley, RI District 3830.
The talk is essentially about employee discipline which can lead to employment termination. The focus of my lecture is on the legal aspect and framework of this employee relations process.
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
Affirmative action plans are only as good as the availability estimates used to construct them. In this webinar, we’ll discuss the basic components of an affirmative action plan with an emphasis on how to construct the availability estimate. We’ll talk about different data sources, and the importance of industry, occupation, and geography.
This webinar is part of our monthly series, vidEEO. vidEEO is designed to help individuals and organizations understand their compliance and legal responsibilities, measure quantitatively where they’re at, give them practical ways to improve, and show that meeting those responsibilities not only avoids litigation but improves their bottom line.
Each month, we’ll bring you a new vidEEO webinar on a different aspect of EEO compliance. The program is based on the format popularized by TED – presentations are 18 minutes in length and deliver the best content available. All of the content will be released under a Creative Commons license, so the vidEEOs can be freely shared and reposted.
America's Job Exchange (AJE) hosted our latest webinar "How to Properly Implement the Affirmative Action Plan" with Chris Lindholm, Vice President of Compliance and Jeremy Mancheski, Principal and Founder of OutSolve, LLC. Chris and Jeremy brought their combined 40 years of expertise in Affirmative Action Planning, OFCCP audit support, training, employment and EEO compliance consulting. Together they discussed ideas to assist managers navigating through the gray areas of Affirmative Action Plan implementation. While an AAP is a fixed document with standardized formats and requirements, the actual execution of the plan is a far more complex task that every contractor struggles to comprehend and implement.
This webinar covered:
Meeting goals
Conducting required training
Preparing for audits
Outreach evaluation
Managing accommodations
Leadership buy-in
Reservation - a boon or bane for us ? The society battles with number of rising demands for the same . Is it time we think something for the greater good ? Can we push ourselves to some large boundaries ?
How the Obama Administration has re-shaped the OFCCP into an aggressive enforcement arm of affirmative action and nondiscrimination compliance, and what it all means for your organization.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
“Written AAP” is one of the top violations cited by the OFCCP, implying a great need for companies under the OFCCP’s jurisdiction to really get a handle on AAP creation. Part 1 is designed to overview the foundation of written affirmative action plans and their necessity, focusing primarily on the background and structure of an affirmative action plan.
Fair Pay and Safe Workplaces Executive Order - The New Rules (What You Need t...America's Job Exchange
America's Job Exchange (AJE) November webinar "Fair Pay & Safe Workplaces Executive Order: The New Rules – What You Need to Know" with Laura Mitchell, Shareholder, Affirmative Action & OFCCP Practice Group from Jackson Lewis P.C., The U.S. Department of Labor (DOL) and the Federal Acquisition Regulatory (FAR) Council have published the highly-anticipated final guidance and regulations implementing President Barack Obama's "Fair Pay and Safe Workplaces" Executive Order (E.O. 13673), also referred to as "Blacklisting" or the "Bad Actors" Executive Order. This rule will present significant challenges and have tremendous impact on the federal contractor community.
Reductions in Force – Be Prepared Before a Recession HitsQuarles & Brady
As economists and pundits debate whether a recession looms for 2020, your company can take steps now to be prepared to implement reductions in force should it become necessary. This presentation will explore how to plan and execute a reduction in force to minimize business, legal and other disruptions while reshaping your workforce. Whether a recession is imminent or not, the time to plan for such a workforce event is now.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
What's New, What's Changed and What's Next.
Join us for our annual Employment Law Update webinar that provided practical advice on how to comply with new requirements that California employers need to know in 2023.
We discussed, among other topics:
New pay transparency law
New rights to unpaid leave to care for a “designated person”
New law regarding marijuana use off-the-job
COVID-19 updates
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Join us for an Employment Law Update webinar that will provide practical advice on how to comply with new requirements that California employers need to know in 2022.
We will discuss, among other topics:
COVID-19 Health and Safety Issues
Equity in the Workplace
Compensation and Wage and Hour
Leave, Benefits and Accommodations
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
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Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
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At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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2. 2 Agenda Laws & Regulations of Affirmative Action Who is covered? Who enforces? When? What is required? Miscellaneous Questions
3. Laws & Regulations Executive Order 11246 (Race, Gender, Sex, Religion or National Origin) Section 503 of the Rehabilitation Act of 1973 (Individuals with Disabilities) Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) 3
4. E. O. 11246 Prohibits federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. Requires Government contractors to engage in affirmative action for women and minorities. 4
5. Rehabilitation Act of 1973 Section 503: Prohibits discrimination against individuals with disabilities Requires employers to take affirmative action in all employment activities for qualified individuals with disabilities Requires employers to make reasonable accommodations for individuals with disabilities 5
6. VEVRAA Prohibits discrimination based on veteran status Requires covered federal government contractors and subcontractors to take affirmative action to employ and advance covered veterans in all employment decisions 6
7. Who is covered? Contractors – hold a contract directly with a federal government agency Subcontractors – hold any agreement with a federal contractor in which you supply goods or services that directly fulfill the prime contract 7
8. Who is covered? (cont.) Federal contract of $50,000 or more 50 or more employees Financial institutions that issue savings bonds Financial institutions that serve as depositories for federal funds 8
9. Who enforces? Office of Federal Contract Compliance Programs (OFCCP) Branch of the Department of Labor Enforces all AAP laws & regulations Select organizations for audit Investigate charges of discrimination Collect punitive and compensatory damages for non-compliance 9
10. When? Annual renewal of your AAP Plan date left to discretion of the federal contractor or subcontractor New contractors must prepare AAP within 120 days of contract date 10
11. What is required? AAP required for each location with 50 or more employees Women & Minorities Narrative portion Statistical reports Individuals with Disabilities & Covered Veterans Narrative portion 11
12. Women & Minorities: Narrative Commitment to EEO Responsible parties for implementation Identification of problem areas and action-oriented programs Internal auditing and reporting 12
13. Women & Minorities: Statistical Reports Employee data from a specific point in time Workforce analysis Job group analysis Availability analysis Incumbency compared to availability Placement goals Prior year goal attainment 13
14. Adverse Impact Analysis Analysis covers previous 12 months Hires/Offers vs. Applicants Promotions vs. Persons considered Terminations vs. Persons considered Involuntary Terminations vs. Persons considered 14
15. Hires/Offers vs. Applicants Hires/Offers: Individuals selected including those that rejected offers of employment Applicants: Individuals who were considered for a specific position 15
16. Promotions vs. Persons Considered Promotions: employment action resulting in higher pay, greater rank, skill or responsibility promotions should be competitive in nature and are the result of an initial vacant position Typically do not include career progressions Persons Considered: Individuals that apply or indicate interest in a vacant position 16
17. Terminations vs. Persons Considered Terminations: Includes voluntary and involuntary terminations Persons Considered: Compared to all persons who held positions throughout the year 17
18. Involuntary Terminations vs. Persons Considered Terminations: Includes involuntary terminations Persons Considered: Compared to all persons who held positions throughout the year 18
19. Compensation Analysis “Evaluate compensation systems to determine whether there are gender, race, or ethnicity based disparities” Compare males to females and minorities to non-minorities Look for disparities in pay and determine if women/minorities are concentrated in lower paying jobs 19
20. Individuals with Disabilities & Covered Veterans Narrative portion only Available for review upon request Included in narrative: Policy statement & dissemination of policy Responsible parties for implementation Review of personnel processes and training of personnel involved in employment decisions Reasonable accommodation 20
21. Individuals with Disabilities & Covered Veterans (cont.) Harassment Prevention Internal Auditing and Reporting System Review of physical and mental job qualifications 21
23. EEO-1 Used to collect the race, gender and ethnicity composition of your workforce by location Submitted annually Allow employees to self-identify Due September 30th Required by all employers with 100 or more employees & all federal contractors and subcontractors 23
24. VETS-100/VETS-100A Used to report covered veterans Submitted annually Due September 30th Allow employees to self-identify VETS-100: contracts entered into prior to December 1, 2003; $25,000 or more VETS-100A: contract entered into or modified on or after December 1 2003; $100,000 or more 24
25. Record Keeping AAP requirements: Current and previous year plans 2 years after last employment decision (applicants, hires, promotions, terminations, etc.) Preserve records for duration of employment investigations/audits 25
26. Poster Requirements Must post commitments under: E.O. 11246 Rehabilitation Act of 1973 VEVRAA Equal Employment Opportunity is the Law Memo from top site official regarding your company’s EEO/AAP policy 26
27. Job Posting Requirements Contractors are REQUIRED to post all open positions with the Employment Securities Commission (ESC) 3 exceptions to this requirement CAI encourages additional outreach efforts Example: Local Vocational Rehabilitation Office 27
35. CAI Contact Information Main Number: 919-878-9222 Kaleigh Ferraro 919-713-5241 kaleigh.ferraro@capital.org Madison Gray 919-431-6087 madison.gray@capital.org 31
Editor's Notes
Welcome everyone - Thank you for joining us todayPresenters – Kaleigh Ferraro, Affirmative Action Compliance ConsultantMadison Gray, Affirmative Action AnalystHigh-level overview of AAP, welcome any questions during the webinar, feel free to contact myself of Kaleigh after webinar for any company specific questions you may have
*signed by President Johnson in 1965
*examples for reasonable accommodations: flex schedules, supplying employees with devices such as screen reading software or large print keyboard labels*Tax incentives are available to help employers implement workplace accommodations.*JAN – Job Accommodation Network: offers free guidance on workplace accommodations and disability employment issues. – suggest visiting their website for questions
Example of a prime contactor could be any company that holds a contract with the department of defense supplying ships, vehicles or electronic systemsExample of a subcontractor could be any company that supplies pieces to help build the ships, vehicles or electronic systems that are used by the dept. of defense
*which means banks must abide by the laws governing affirmative action
*OFCCP lead by Director PatriciaShiu
*3 time periods to take in to consideration:1- Current plan year: Jan. 1, 2011 through Dec. 31, 2011 – this is the time period your current AAP covers2- Prior 12 months: Jan. 1, 2010 through Dec. 31, 2010 – this time period looks at your employment transactions and activities (hires, terminations and promotions)3- Snapshot of your current workforce at specific point/day in time – All employees on your payroll as of Dec. 31, 2010.I have discussed the laws that govern affirmative action as well as who enforces them and who must abide by them. At this time I will turn the presentation over to Kaleigh to discuss the requirements of the actual AAP.
*All employees must be included: 3 Options for locations with fewer than 50 (Separate AAP, Roll employees into AAP in which supports the location from an HR function, Roll employees into AAP in which the location reports to)
*Narrative (Communication tool – what the company does) - EEO Policy Statement (updated annually, signed & posted where emps & applicants can see, hours available for vets/disabled AAP, invitation for vets to self identify) - Designation of Responsibility for Implementation (EEO coordinator – responsible for implemt & monitoring – dev policy, identify prob areas, design internal audit & rptg, keep mgt informed, audit bulletin boards, liaison bt company and enforcement agencies, Mgrs – responsible to support EEO coordinator, ensure qualified indiv are treated in non-discrim manner, CEO – ultimate responsibility for AAP - Identification of Problem Areas (Goals – statistical and non-statistical) - Action Oriented Programs (Corrective actions for goals: review job descriptions, evaluation selection process, positive outreach, etc.) - Internal Audit & Reporting System (review personnel activities, compensation review, goal attainment, etc)
*Snapshot is one day prior to plan date*These particular analysis cover the upcoming yearStatistical Reports: - WFA: Group by Dept, listing JTs, to identify under-representation/concentrations in JTs (notation for include/exclude employees) - JGA: groups with similar content, wages & opportunity (start at EEO category) - Availability Analysis: calculated to determine who is available for contractor to recruit – external (skills in labor force) & internal consideration (available for promotion) - Incumbency vs Availability: compare who is in contractors workforce to who is available - Annual Placement Goals: establish goals when contractor is below availability, Goals are percentages based on Availability calculations - Goal Attainment: Placements into JGs with goals, display if goal was met.
*12 months prior to plan date*Compares selection rate of each group (males, females, minorities, non-minorities) to overall selection rate*Evaluation tool to determine if there are any indications of potential discrmination
Internet Applicant Definition:Person submits expression of interest via internet or other electronic method (email, app tracking systems, resume database, job bank, etc)Contractor considers person for employment for a particular positionPerson has basic qualifications for considered positionPerson does not remove self from consideration
*If no internal applicants, feeder groups can be used. Internal applicants recommended.
*Track and include reason/justification for termination
* CAI completes this analysis as a follow up if Adverse Impact is found when looking at all terminations.
*OFCCP currently rescinding the 2006 comp guidelines that identified how the OFCCP would analyze compensation*CAI currently analyze at the job title level comparing seniority to average compensation*Item 11 of Scheduling Letter: annualized wages including bonuses, commissions, etc by salary rate/grade or level, total employees by race & gender, total compensation by race & gender.
*Some discussion about adding statistical goals for Disabled. Notice for Proposed Rulemakeing changes for section 503 expected publication in Federal Register in August 2011.
*In 2008 the reporting categories for veterans were revised to include disabled veterans, other protected veterans, armed forces service medal veterans, and veterans recently separated from military service (3 year separation instead of 1 year)
*for 2011 you must keep 2011 AAP as well as 2010 AAP*we suggest your discard and AAPs prior to 2010*must retain any records for two years after the last employment decision was made*investigations could be with the OFCCP or the EEOC
*Jobs that are at the senior executive level, jobs that will last only 3 days or less, and jobs that will only be filled from internal sources.*Outreach efforts for Veterans and Disabled Individuals have been a hot topic with the OFCCP recentlyAt this time I will turn the presentation over to Kaleigh to discuss the AAP services CAI offers.