Affirmative Action Presentation

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A presentation that can be utilized for keeping your workforce Affirmation Action Compliant.

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  • In order to deliver on each promise we must have a clear understanding of what each client needs. (show slide and define each promise) Owners Promise : ROI Growing Market Share Meet/Exceed Budgets Good Community Relations Continued Growth in Profitability Maintenance of Asset Decisions Made in the Best Interest of the Hotel Associates Promise: Best Place to Work Safety Environment Encouraging Ownership Timely Feedback Training/Development Future-succession planning Positive Environment Fair Pay Good Communication Tools to do the Job Job Security Creative Vision - good leadership Guests Promise : Consistent Outstanding Service Friendly place Exceed Expectations Get it Right the First Time Value for the Money Money Back Guarantee Clean Place Local Info Safe Place Flexibility
  • Affirmative Action Presentation

    1. 1. Why Affirmative Action Plans? <ul><li>Mandated by Executive Order 11246 of 1965 for women and minorities </li></ul><ul><li>Mandated by Vietnam Veterans’ Readjustment Assistance Act of 1971 for disabled veterans and Vietnam Era Veterans and Rehabilitation Act of 1973 for persons with disabilities </li></ul><ul><li>OFCCP – Office of Federal Contract Compliance Programs – Division of DOL responsible for oversight of affirmative action </li></ul>
    2. 2. Purposes of Affirmative Action Plan for Women and Minorities <ul><li>Protect Women and Minorities from unlawful discrimination - both intentional and impactful </li></ul><ul><li>Audit HR practices </li></ul><ul><ul><li>recruitment, selection, promotion, compensation, discipline, termination, etc. </li></ul></ul><ul><li>Demonstrate “Good Faith Efforts” </li></ul><ul><li>Develop Actions/Timetables to resolve discrepancies </li></ul>
    3. 3. Enforcement Methods <ul><li>Compliance Audit (Desk) </li></ul><ul><li>Compliance Audit (On-site) </li></ul><ul><li>Beck Review (Unionized Locations) </li></ul><ul><ul><li>Evidence of posting jobs with State </li></ul></ul><ul><ul><li>CBA/MOU </li></ul></ul><ul><ul><li>Evidence of posting required material </li></ul></ul>
    4. 4. Penalties for non Compliance <ul><li>Conciliation Agreements </li></ul><ul><li>Fines </li></ul><ul><li>Debarment from Government Contracts </li></ul>
    5. 5. Glossary <ul><li>Adverse Impact Analysis - Analysis of personnel actions to determine the existence of impactful discrimination </li></ul><ul><li>Applicant – a person submitting an application or resume for a posted position who meets the minimum requirements for that position. </li></ul><ul><li>Availability - the percentage of minorities and females available to the contractor for employment in a given job or job group </li></ul><ul><li>Availability Factor Analysis - deriving the availability for a job or job group by considering persons available in the reasonable recruitment area and within the facility </li></ul><ul><li>Goal - A rate of recruitment, selection or promotion to remedy underutilization. Not a quota! </li></ul><ul><li>Good Faith Effort - the means by which the contractor plans to achieve a goal </li></ul><ul><li>Job Group - A family of jobs whose incumbents have similar compensation, advancement potential and levels of responsibility </li></ul><ul><li>Organizational Profile - A snapshot of the organization at a point in time consisting either of an Organizational Display or a Workforce Analysis </li></ul><ul><li>Organizational Display - A tabular or graphic representation of the workforce </li></ul><ul><li>Protected Class - Racial Minorities, Religions, Females, Persons over 40, persons with disabilities, veterans </li></ul><ul><li>Reasonable Recruitment Area - the geographical area from which the company can be expected to recruit the majority of outside applicants </li></ul><ul><li>Underutilization - having proportionally fewer women or minorities in the workforce than could reasonably be expected given the availability in the labor area </li></ul><ul><li>Underrepresentation - having proportionally fewer women or minorities in a job group or organizational unit than are present in the workforce </li></ul><ul><li>Workforce Analysis - A listing of the job titles in each organizational unit, from the lowest to the highest paid including the race and sex of all incumbents </li></ul>
    6. 6. Affirmative Action Process Goals Adverse Impact Analysis Utilization Analysis Availability Analysis Job Group Analysis Workforce Analysis Good Faith Efforts
    7. 7. Workforce Analysis <ul><li>Listing of job titles in the organization classified into organizational units or work groups </li></ul><ul><li>may include compensation data on each job title </li></ul><ul><li>Can be done with a simple organizational chart </li></ul>
    8. 8. Job Group Analysis <ul><li>Lists each job title in the organization in terms of job groups </li></ul><ul><li>identifies the number of female and minority incumbents in each job group </li></ul>
    9. 9. Availability Analysis <ul><li>Determines the availability of women and minorities by considering two factors: </li></ul><ul><li>1. Reasonable Recruitment Area </li></ul><ul><li>2. Promotions possible in the organization </li></ul>
    10. 10. Utilization Analysis <ul><li>Compares incumbent women and minorities with available women and minorities </li></ul><ul><li>Identifies areas of underutilization </li></ul><ul><li>Common methods (contractor’s choice) </li></ul><ul><ul><li>Any Difference </li></ul></ul><ul><ul><li>80/20 Rule </li></ul></ul><ul><ul><li>Two Standard Deviations </li></ul></ul><ul><ul><li>Fisher’s Exact </li></ul></ul>
    11. 11. Adverse Impact Analysis <ul><li>Determines the statistical indication of adverse (disparate) impact against a protected class </li></ul><ul><li>Analyzes the HR flow in all aspects </li></ul><ul><li>Statistical Method Used </li></ul><ul><ul><li>80/20 </li></ul></ul><ul><ul><li>Two Standard Deviations </li></ul></ul><ul><ul><li>Fisher’s Exact </li></ul></ul>
    12. 12. Adverse Impact Analysis Results Promotion Selection Termination
    13. 13. Good Faith Efforts <ul><li>Affirmative Actions that will remedy underutilization/underrepresentation, adverse impact </li></ul><ul><ul><li>sourcing/recruitment </li></ul></ul><ul><ul><li>selection </li></ul></ul><ul><ul><li>promotion </li></ul></ul><ul><ul><li>training </li></ul></ul>
    14. 14. Goals <ul><li>Placement Goals for targeted groups </li></ul><ul><li>Avoid reverse discrimination and quotas </li></ul><ul><li>Audit progress toward goals mid-year </li></ul><ul><li>OFCCP Audits </li></ul>
    15. 15. HR’S Role <ul><li>Ensure fairness in hiring, promotion, compensation and termination </li></ul><ul><li>Train all supervising managers on responsibilities for harassment free workplace </li></ul><ul><li>Ensure accuracy of data </li></ul><ul><li>Identify deficiencies and take remedial action </li></ul>
    16. 16. Is just good business!

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