Compliance Checklist: Revised Section 503 & VEVRAA. Regulatory Requirements for Federal Contractors and Subcontractors

Size: px
Start display at page:

Download "Compliance Checklist: Revised Section 503 & VEVRAA. Regulatory Requirements for Federal Contractors and Subcontractors"

Transcription

1 Compliance Checklist: Revised Section 503 & VEVRAA Regulatory Requirements for Federal Contractors and Subcontractors

2 This checklist summarizes the major changes to Section 503, effective March 24, 2014, that require contractor action. It is not all-inclusive of regulations for individuals with disabilities. Subpart A Contractor obligations to items under Subpart A became legally effective on March 24, Equal opportunity clause [ ] Include an EEO clause in every subcontract or purchase order in excess of $10,000. Refer to this section of the regulations for the verbiage you must use. (6) and (d) [ ] Ensure that remote employees and online applicants are informed of the EEO clause. (4) [ ] For any location that has a collective bargaining agreement, notify each labor organization or representative of workers that your organization is bound by the terms of Section 503 of the Rehabilitation Act, is committed to take affirmative action to employ and advance in employment and shall not discriminate against individuals with disabilities. (5) [ ] Clearly state the EEO tagline in all solicitations or advertisements for employees. (7) Acceptable: EEO/Minority/Female/ Veterans/Disabled Unacceptable: M/F/D/V Subpart C Contractors should come into compliance with items under Subpart C during their first transitional AAP starting after March 24, If a contractor cannot come into compliance by the start of their transitional AAP, the contractor must be prepared to show steps it has put in place to come into compliance Invitation to self-identify [ ] Extend an invitation to self-identify to applicants (pre-offer), hires (post-offer) and existing employees the first year of coverage and then five years afterwards. Your organization must use the OFCCP Self-Identification form. This form may not be altered. Regulatory Requirements for Federal Contractors and Subcontractors 2

3 Required contents of affirmative action programs [ ] On the EEO policy statement, indicate the chief executive officer s support for the affirmative action program. The OFCCP does not require that the policy statement be signed by this individual but does strongly encourage a signature. (a) [ ] Post the most current policy in a conspicuous place, such as a company bulletin board. (a) [ ] Periodically review personnel processes and make any necessary modifications to ensure that these obligations are carried out. In any affirmative action programs required under this part, include a description of the review and any necessary modifications to personnel processes or development of new processes. (b) [ ] Maintain and document a schedule for the review of all physical and mental job qualification standards to ensure that qualification standards do not tend to screen out qualified individuals with disabilities, that they are job-related for the position and that they are consistent with business necessity. (c) Examples of a schedule include reviewing the qualifications annually or reviewing prior to posting a requisition. [ ] Ensure that if an employee with a known disability is having performance issues and you can reasonably conclude that the performance problem is directly related to the disability, your organization will confidentially notify the employee of the performance problem and inquire whether the problem is related to the employee s disability, and if it is, ask if a reasonable accommodation is needed. (d) (1) [ ] Develop and implement procedures to ensure that your employees are not harassed on the basis of disability. (e) [ ] Perform effective outreach to recruit qualified individuals with disabilities. Keep records of job postings and contacts made with outreach and recruitment sources, as well as the contact information of all outreach and recruitment sources. (f) [ ] Send written notification of your company policy related to its affirmative action efforts to all subcontractors, including subcontracting vendors and suppliers, requesting appropriate action on their part. This notification must be sent out annually to subcontractors and vendors with contracts over $10,000. Keep proof that the notification was sent out. (f) (1) (ii) This section of the regulations provides several examples of effective outreach. Examples of proof include a copy of a sent or a written response from a subcontractor regarding compliance. Regulatory Requirements for Federal Contractors and Subcontractors 3

4 [ ] Annually review the effectiveness of the outreach and recruitment efforts taken over the previous 12 months. Document each evaluation, including, at a minimum, the criteria you used to evaluate the effectiveness of each effort and your conclusion as to whether each effort was effective. (f) (3) [ ] Ensure that your organization will retain all documents regarding all activities it undertakes for the obligations of this section for three years. ( f) (4) [ ] Internally disseminate the EEO policy in order to gain internal support from supervisory or management personnel and other employees. Keep records of how the information is disseminated. (g) [ ] Design and implement an audit and reporting system to measure the effectiveness of the AAP for individuals with disabilities. Document what reviews have been conducted throughout the year to meet this requirement, and list steps to take if remedial action is needed. (h) [ ] Assign responsibility for implementation of the AAP to an official within the organization. This individual must also receive support and staff to manage the implementation of the program. (i) [ ] Display this person s name on all internal and external communications regarding the company s AAP. (i) [ ] Train all employees who are involved in recruitment, screening, selection, promotion, disciplinary and related processes to ensure that the commitments in your organization s AAP are implemented. Keep records of who conducted the training, a copy of the training handouts and/or presentation materials and a log of attendees. (j) [ ] Collect the following information on applicants and maintain it for a period of three years. (k) o The number of applicants who self-identified as individuals with disabilities pursuant to (a) or who are otherwise known to be individuals with disabilities o The total number of job openings and total number of jobs filled o The total number of applicants for all jobs o The number of applicants with disabilities hired Job openings: individual positions advertised as open in a job vacancy announcement or requisition Jobs filled: all jobs the company filled by any means, be it through a competitive process or non-competitive, such as through reassignment or merit promotion Applicants hired: applicants (both internal and external) who are hired through a competitive process, including promotions o The total number of applicants hired Regulatory Requirements for Federal Contractors and Subcontractors 4

5 Utilization goals [ ] For each affirmative action plan, annually compare the incumbency by job group of individuals with disabilities against the OFCCP s established 7 percent utilization goal. If your organization has less than 100 employees, the analysis may be done by establishment as a whole rather than by job group. (3) [ ] If the percentage of individuals with disabilities in one or more job groups (or in the entire workforce, if applicable) is less than the utilization goal of 7 percent, you must take steps to determine whether and where impediments to equal employment opportunity exist. (e) [ ] Develop and execute action-oriented programs designed to correct any identified problems areas. (f) When making this determination, you must assess your organization s personnel processes, the effectiveness of its outreach and recruitment efforts, the results of its affirmative action program audit and any other areas that might affect the success of the affirmative action program. This checklist summarizes the major changes to the VEVRAA, effective March 24, 2014, that require contractor action. It is not all-inclusive of regulations for protected veterans. Subpart A Obligations under Subpart A, which became legally effective March 24, 2014, apply to contractors with a federal contract worth $100,000 or more Definitions [ ] Update any references to types of veterans covered under the program: o There should no longer be references to Vietnam Era Veterans or Special Disabled Veterans, as 41 CFR was rescinded. o Replace covered veteran with protected veteran. This refers to any veteran under the VEVRAA regulations. o Replace other protected veteran with active duty campaign badge veteran. o Use pre-jva veteran to describe the groups of veterans previously protected under rescinded Part Regulatory Requirements for Federal Contractors and Subcontractors 5

6 o The new protected veteran categories consist of disabled veteran, active duty wartime or campaign badge veteran, recently separated veteran and Armed Forces service medal veteran Equal opportunity clause [ ] Include an EEO clause in every subcontract or purchase order worth $10,000 or more. Refer to this section of the regulations for the verbiage you must use. (a) (11) and (d) [ ] List employment openings with the state workforce agency job bank or with the local employment service delivery system (ESDS) where the position is located. Provide information about the job vacancy in any manner and format permitted by the appropriate ESDS that will allow the system to provide priority referral of veterans protected by VEVRAA for that job vacancy. (2) [ ] Inform the ESDS in each state where your organization has establishments that your organization: (4) o Is a federal contractor, so that the systems are able to identify them as such o Desires priority referrals from the state of protected veterans for job openings at all locations within the state [ ] Provide each ESDS with the name and location of each hiring location within the state and the contact information for the contractor official responsible for hiring at each location. If your organization uses any external job search organization to assist with hiring, also provide contact information for the job search organization(s). (4) The contractor official may be a chief hiring official, a human resources contact, a senior management contact or any other manager for your organization that can verify the information in the job listing and receive priority referrals. [ ] Ensure that remote employees and online applicants are informed of the EEO clause. (9) [ ] For any location that has a collective bargaining agreement, notify each labor organization or representative of workers that your organization is bound by the terms of VEVRAA, is committed to take affirmative action to employ and advance in employment and shall not discriminate against protected veterans. (10) [ ] In all solicitations or advertisements for employees placed by or on behalf of your organization, state that all qualified applicants will receive consideration for employment without regard to their protected veteran status. (12) Regulatory Requirements for Federal Contractors and Subcontractors 6

7 Subpart C Contractors should come into compliance with items under Subpart C during their first transitional AAP starting after March 24, If a contractor cannot come into compliance by the start of their transitional AAP, the contractor must be prepared to show steps it has put in place to come into compliance Invitation to self-identify [ ] Extend an invitation to self-identify to applicants (pre-offer) and hires (post-offer). The pre-offer and post-offer invitations require different forms. The OFCCP provides sample verbiage in Appendix B to Part (Sample Invitation to Self-Identify) Required contents of affirmative action programs [ ] On the EEO policy statement, indicate the chief executive officer s support for the affirmative action program. The OFCCP does not require that the policy statement be signed by this individual but does strongly encourage a signature. (a) [ ] Post the most current policy in a conspicuous place, such as a company bulletin board. (a) [ ] Periodically review personnel processes and make any necessary modifications to ensure that these obligations are carried out. In any affirmative action programs required under this part, include a description of the review and any necessary modifications to personnel processes or development of new processes. (b) [ ] Maintain and document a schedule for the review of all physical and mental job qualification standards to ensure that qualification standards do not tend to screen out qualified disabled veterans, that they are job-related for the position and that they are consistent with business necessity. (c) Examples of a schedule include reviewing the qualifications annually or reviewing prior to posting a requisition. [ ] Ensure that if a qualified disabled veteran is having performance issues and you can reasonably conclude that the performance problem is directly related to the disability, your organization will confidentially notify the employee of the performance problem and inquire whether the problem is related to the employee s disability, and if it is, ask if a reasonable accommodation is needed. (d) (1) Refer to Appendix A to Part (Guidelines on a Contractor s Duty to Provide Reasonable Accommodation) for more information. [ ] Develop and implement procedures to ensure that your employees are not harassed on the basis of protected veteran status. (e) Regulatory Requirements for Federal Contractors and Subcontractors 7

8 [ ] Perform effective outreach to recruit protected veterans. Keep records of contacts made with outreach and recruitment sources, as well as the contact information of all outreach and recruitment sources. (f) [ ] Send written notification of your company policy related to its affirmative action efforts to all subcontractors, including subcontracting vendors and suppliers, requesting appropriate action on their part. This notification must be sent out annually to subcontractors and vendors with contracts over $100,000. Keep proof that the notification was sent out. (f) (1) (ii) This section of the regulations provides several examples of effective outreach. Examples of proof include a copy of a sent or a written response from a subcontractor regarding compliance. [ ] Annually review the effectiveness of the outreach and recruitment efforts taken over the previous 12 months. Document each evaluation, including, at a minimum, the criteria you used to evaluate the effectiveness of each effort and your conclusion as to whether each effort was effective. (f) (3) [ ] Ensure that your organization will retain all documents regarding all activities it undertakes for the obligations of this section for three years. (f) (4) [ ] Internally disseminate the EEO policy in order to gain internal support from supervisory or management personnel and other employees. Keep records of how the information is disseminated. (g) [ ] Design and implement an audit and reporting system to measure the effectiveness of the AAP for protected veterans. Document what reviews have been conducted throughout the year to meet this requirement, and list steps to take if remedial action is needed. (h) [ ] Assign responsibility for implementation of the AAP to an official within the organization. This individual must also receive support and staff to manage the implementation of the program. (i) [ ] Display this person s name on all internal and external communications regarding the company s AAP. (i) [ ] Train all employees who are involved in recruitment, screening, selection, promotion, disciplinary and related processes to ensure that the commitments in your organization s AAP are implemented. Keep records of who conducted the training, a copy of the training handouts and/or presentation materials and a log of attendees. (j) [ ] Collect the following information on applicants and maintain it for a period of three years. (k) Regulatory Requirements for Federal Contractors and Subcontractors 8

9 o The number of applicants who self-identified as protected veterans pursuant to (a) or who are otherwise known as protected veterans o The total number of job openings and total number of jobs filled o The total number of applicants for all jobs o The number of protected veteran applicants hired o The total number of applicants hired Job openings: individual positions advertised as open in a job vacancy announcement or requisition Jobs filled: all jobs the company filled by any means, be it through a competitive process or non-competitive, such as through reassignment or merit promotion Applicants hired: applicants (both internal and external) who are hired through a competitive process, including promotions Benchmarks for hiring [ ] On an annual basis, set a hiring benchmark for the entire workforce or by job group, per the AAP. Use one of the two procedures described below: (b) o Establish a benchmark equaling the national percentage of veterans in the civilian labor force, which will be published and updated annually on the OFCCP website (currently 7.2 percent). o Establish a benchmark by taking into account factors described in this section of the regulations. [ ] Document the hiring benchmark(s) your organization has established each year. If you set a benchmark using the second procedure listed above, you must document each of the factors that you considered in establishing the hiring benchmark and the relative significance of each of these factors. Retain these records for a period of three years. (c) How Peoplefluent Can Help Complex regulatory changes and an increase in OFCCP audit frequency and intensity has managers of affirmative action programs seeking assistance to ensure compliant HR practices. Many organizations extend their AAP team with consulting or outsourcing services to alleviate strain on internal resources. PeopleFluent s affirmative action planning, analysis and support model simplifies the process and provides you with a full range of services and technology. Whether you choose to manage affirmative action plans internally or outsource plan preparation and program support to AAP Regulatory Requirements for Federal Contractors and Subcontractors 9

10 experts, you deserve a comprehensive solution focused on the effectiveness of your entire program and backed by a 100-percent guarantee of technical compliance. PeopleFluent empowers companies to leverage the affirmative action plan as a strategic asset that drives equal employment practices and compliance at every stage of the talent management lifecycle. To learn more about how our team of AAP experts can benefit your business, request a compliance assessment at eeosales@peoplefluent.com. DISCLAIMER: The information provided is for educational and informational purposes only. It does not constitute legal advice or legal opinions. PeopleFluent makes no claims, promises or guarantees about the accuracy, completeness or adequacy of the information contained herein. Nothing that is provided in this presentation should be used as a substitute for the advice of legal counsel. Regulatory Requirements for Federal Contractors and Subcontractors 10

11 About PeopleFluent PeopleFluent, the leading total workforce HCM technology company, redefines Talent Management with an innovative Talent Engagement Cloud that is built around people and not HR processes. By deeply integrating pervasive video, strategic analytics and collaborative social technologies into its complete suite of Talent Management applications, PeopleFluent redefines employee engagement to address productivity loss and diminished financial results due to an increasingly disengaged workforce. With PeopleFluent, companies can change at the speed of business without costly IT interventions through intuitive, highly configurable software that is built upon the right data. Spanning across an organization s entire global workforce with one talent cloud, PeopleFluent equips leaders with the meaningful talent data and strategic analytics necessary to make better business decisions. PeopleFluent has worked with over 5,100 organizations in 214 countries and territories to engage employees to drive better business results. Today, 80% of the Fortune 100 relies on PeopleFluent as part of their talent management delivery strategy, helping them successfully achieve their talent aspirations. Irving, Texas 400 East Las Colinas Blvd., Suite 500 Irving, TX USA Toll-free: (888) Tel: Waltham, Massachusetts 300 Fifth Avenue Waltham, MA USA Tel: Raleigh, North Carolina 434 Fayetteville Street, 9th Floor Raleigh, NC USA Toll-Free: (877) Tel: London, United Kingdom 15 Fetter Lane London EC4A 1BW United Kingdom Tel: +44 (0) Copyright 2014, PeopleFluent. All rights reserved. This document contains registered trademarks and trademarks of PeopleFluent Holdings Corp. or one of its subsidiaries. All other brand and product names are trademarks or registered trademarks of their respective holders.

Management Alert. OFCCP Publishes Proposed Vets Regulations in Federal Register. Redefined Veterans Categories

Management Alert. OFCCP Publishes Proposed Vets Regulations in Federal Register. Redefined Veterans Categories Management Alert OFCCP Publishes Proposed Vets Regulations in Federal Register On Tuesday, April 26, 2011, the Office of Federal Contract Compliance Programs (OFCCP) published for public comment a Notice

More information

Contingent Workforce Management: Critical for Total Talent Success

Contingent Workforce Management: Critical for Total Talent Success : Critical for Total Talent Success PeopleFluent, the PeopleFluent logo, Mirror and Colossus are among the trademarks of PeopleFluent. Table Of Contents The Importance and Challenges of the Contingent

More information

White Paper AAP FOR PERSONS WITH DISABILITIES AND COVERED VETERANS. By Thomas H. Nail & Cornelia Gamlem, SPHR August 2011

White Paper AAP FOR PERSONS WITH DISABILITIES AND COVERED VETERANS. By Thomas H. Nail & Cornelia Gamlem, SPHR August 2011 White Paper AAP FOR PERSONS WITH DISABILITIES AND COVERED VETERANS By Thomas H. Nail & Cornelia Gamlem, SPHR August 2011 Please visit www.thomashouston.com And follow us on Metropolitan Washington, DC

More information

Smith Anderson

Smith Anderson OFCCP REVISED VEVRAA AND 503 REGULATIONS Part I Compliance Timeline, Narrative Obligations and Outreach Requirements 2014 Smith Anderson Today s Objectives Review changes in regulations; and Provide guidance

More information

ALASKA SHRM: OFCCP NEW DISABILITY AND VETERANS REGULATIONS PRESENTED BY PINNACLE HR CONSULTING SERVICES

ALASKA SHRM: OFCCP NEW DISABILITY AND VETERANS REGULATIONS PRESENTED BY PINNACLE HR CONSULTING SERVICES Complimentary Webinar Series OFCCP New Veterans and Disability Regs Download copy of slides http://alaska.shrm.org/slides To Troubleshoot webinar, go to http://alaska.shrm.org/webinarhelp /AKSHRMStateCouncil

More information

Welcome to Gerstco s Spring Webinar Series. Action-Planning Affirmative Action Programs Individuals with Disabilities & Protected Veterans

Welcome to Gerstco s Spring Webinar Series. Action-Planning Affirmative Action Programs Individuals with Disabilities & Protected Veterans Welcome to Gerstco s Spring Webinar Series Action-Planning Affirmative Action Programs Individuals with Disabilities & Protected Veterans This Webinar starts at 11 a.m. Pacific Standard Time. Please send

More information

A REFRESHER ON OFCCP S NEW SECTION 503 & VEVRAA REGULATIONS: ARE YOU READY FOR SUBPARTS C?

A REFRESHER ON OFCCP S NEW SECTION 503 & VEVRAA REGULATIONS: ARE YOU READY FOR SUBPARTS C? A REFRESHER ON OFCCP S NEW SECTION 503 & VEVRAA REGULATIONS: ARE YOU READY FOR SUBPARTS C? Presented by Cara Crotty, Esq. April 28, 2015 Constangy, Brooks, Smith & Prophete LLP Constangy, Brooks, Smith

More information

2013 HudsonMann Client Conference. October 15-16, 2013

2013 HudsonMann Client Conference. October 15-16, 2013 2013 HudsonMann Client Conference October 15-16, 2013 WELCOME!!! Kickoff Agenda What s happening at HudsonMann OFCCP Enforcement Trends 2010 Census Compensation Guidelines New Regulations o New reporting

More information

A PeopleFluent Product Brochure. PeopleFluent Leadership Development Mirror TM

A PeopleFluent Product Brochure. PeopleFluent Leadership Development Mirror TM A PeopleFluent Product Brochure PeopleFluent Leadership Development Mirror Transforming Today s Learners into Tomorrow s Leaders with PeopleFluent Leadership Development Mirror Building global leadership

More information

AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS

AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS UNIVERSITY OF OREGON AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS March 1, 2016 February 28, 2017 Office of Affirmative Action & Equal Opportunity 677 E. 12 th Avenue, Suite 452 5221 University of Oregon

More information

5 Recruiting Analytics that Take Talent Acquisition from Gut to Great

5 Recruiting Analytics that Take Talent Acquisition from Gut to Great A PeopleFluent White Paper 5 Recruiting Analytics that Take Talent Acquisition from Gut to Great Gut decisions are in a sense like playing the lottery: they feel great when they pay off but leave a lot

More information

Affirmative Action Program for Protected Veterans

Affirmative Action Program for Protected Veterans Blacksburg, VA Affirmative Action Program for Protected Veterans Lisa Wilkes, Associate Vice President for Administration Karisa Moore, Director for Affirmative Action This affirmative action program covers

More information

Compliance with the OFCCP s New Regulations Under VEVRAA and the Rehabilitation Act What You Need to Be Doing NOW!

Compliance with the OFCCP s New Regulations Under VEVRAA and the Rehabilitation Act What You Need to Be Doing NOW! Compliance with the OFCCP s New Regulations Under VEVRAA and the Rehabilitation Act What You Need to Be Doing NOW! 2014 Epstein Becker & Green, P.C. All Rights Reserved. ebglaw.com This presentation has

More information

From ATS to Total Talent Acquisition

From ATS to Total Talent Acquisition A PeopleFluent White Paper From ATS to Total Talent Acquisition Amplify Your Recruiting with Better Hires and Greater Retention The Applicant Tracking System Legacy Across industries, employers face the

More information

AFFIRMATIVE ACTION PROGRAM FOR PROTECTED VETERANS

AFFIRMATIVE ACTION PROGRAM FOR PROTECTED VETERANS AFFIRMATIVE ACTION PROGRAM FOR PROTECTED VETERANS Emory University Atlanta, GA November 1, 2016 through October 31, 2017 Table of Contents Preface Equal Employment Opportunity and Affirmative Action Statement

More information

AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES

AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES UNIVERSITY OF OREGON AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES March 1, 2016 February 28, 2017 Office of Affirmative Action & Equal Opportunity 677 E. 12 th Avenue, Suite 452 5221 University

More information

10/15/2014. October 15, 2014 Ahmed Younies President/CEO, HR Unlimited

10/15/2014. October 15, 2014 Ahmed Younies President/CEO, HR Unlimited October 15, 2014 Ahmed Younies President/CEO, HR Unlimited Preliminary Statement THIS PRESENTATION WAS PREPARED BY THE CONSULTING FIRM HR UNLIMITED, INC. FOR THE ATTENDEES OWN REFERENCE IN CONNECTION WITH

More information

Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities

Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities By Anna Nesterenko, Ph.D. and George Desloge Compliance with the regulations

More information

Learn the Principles of a Compliant Affirmative Action Program

Learn the Principles of a Compliant Affirmative Action Program Learn the Principles of a Compliant Affirmative Action Program Presenter: Julia Méndez, CDP, CAAP, PHR, CELS Principal Business Consultant Peoplefluent Research Institute March 2014 Principles of Affirmative

More information

4/23/2014. The 7% Solution: New Standards for Government Contractors. Overview of New Rules. Overview of New Rules

4/23/2014. The 7% Solution: New Standards for Government Contractors. Overview of New Rules. Overview of New Rules The 7% Solution: New Standards for Government Contractors Glenn Schlabs Brooke Colaizzi 719.448.4018 303.299.8471 gschlabs@shermanhoward.com bcolaizzi@shermanhoward.com Amended the regulations implementing

More information

NEW 503/VEVRAA FAQS FROM THE OFCCP

NEW 503/VEVRAA FAQS FROM THE OFCCP Volume 14, No. 3 July 2014 NEW 503/VEVRAA FAQS FROM THE OFCCP The OFCCP has just published a number of new frequently asked questions (FAQs) clarifying some of the requirements in implementing the revised

More information

GOING MOBILE WHY (AND HOW) TO MOBILIZE YOUR WORKFORCE DATA

GOING MOBILE WHY (AND HOW) TO MOBILIZE YOUR WORKFORCE DATA GOING MOBILE WHY (AND HOW) TO MOBILIZE YOUR WORKFORCE DATA From booming demand for on-the-go data to the prevalence of an app for everything, there s no arguing that mobile data for business is trending

More information

Government Contractors Face Expanded Affirmative Action Requirements Regulations relate to veterans and individuals with disabilities.

Government Contractors Face Expanded Affirmative Action Requirements Regulations relate to veterans and individuals with disabilities. Client Alert Government Contracts & Disputes Nonprofit Organizations March 20, 2014 Government Contractors Face Expanded Affirmative Action Requirements Regulations relate to veterans and individuals with

More information

New OFCCP Veterans and Disabilities Regulations CCP

New OFCCP Veterans and Disabilities Regulations CCP New OFCCP Veterans and Disabilities Regulations CCP 1 Overview Section 503 of the Rehabilitation Act of 1973 Applies to contractors with a covered Federal contract or subcontract $10,000 Covered contractors

More information

AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS AND INDIVIDUALS WITH DISABILITIES

AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS AND INDIVIDUALS WITH DISABILITIES UNIVERSITY OF OREGON AFFIRMATIVE ACTION PLAN FOR PROTECTED VETERANS AND INDIVIDUALS WITH DISABILITIES March 1, 2017 February 28, 2018 Office of Affirmative Action & Equal Opportunity 677 E. 12 th Avenue,

More information

AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES AND FOR PROTECTED VETERANS. Tarleton State University

AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES AND FOR PROTECTED VETERANS. Tarleton State University AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES AND FOR PROTECTED VETERANS Tarleton State University State of Texas Agency Number 713 January 1, through December 31, EEO Contact: Angela Brown,

More information

Current State of Workforce Planning:

Current State of Workforce Planning: Current State of Workforce Planning: Tips and Tools Five Key Strategies for Workforce Planning Today s technology gives human resources professionals access to key data, making it easier than ever before

More information

Navigating the New OFCCP Regulations on Affirmative Action Obligations: Make Sure Your Organization Is Ready

Navigating the New OFCCP Regulations on Affirmative Action Obligations: Make Sure Your Organization Is Ready Navigating the New OFCCP Regulations on Affirmative Action Obligations: Make Sure Your Organization Is Ready Sara Rafal, Laura Windsor, Mary Pivec, Lynn Jacob, and Randy Thompson October 29, 2013 Williams

More information

What To Expect During An OFCCP Compliance Evaluation Bowling Green State University May 14, 2014

What To Expect During An OFCCP Compliance Evaluation Bowling Green State University May 14, 2014 What To Expect During An OFCCP Compliance Evaluation Bowling Green State University May 14, 2014 Topics for Today About OFCCP Submission of Affirmative Action Programs Phases of a Compliance Evaluation

More information

OFCCP Compliance 101. Ashley Fitzgerald and Cady Chesney, LocalJobNetwork.com Carmen Couden, Foley and Lardner LLP

OFCCP Compliance 101. Ashley Fitzgerald and Cady Chesney, LocalJobNetwork.com Carmen Couden, Foley and Lardner LLP OFCCP Compliance 101 Ashley Fitzgerald and Cady Chesney, LocalJobNetwork.com Carmen Couden, Foley and Lardner LLP Webinar 101 GoToWebinar panel Chat questions are answered at the end of the webinar Phones/microphones

More information

AFFIRMATIVE ACTION PROGRAMS

AFFIRMATIVE ACTION PROGRAMS AFFIRMATIVE ACTION PROGRAMS Plan Effective Date: November 1, 2014 Plan Expiration Date: October 31,2015 AAP Administrator: Paul D. Thomas Human Resources and Affirmative Action Approved by: Nathan L. Essex

More information

COMMENTARY. Expanding Compliance Obligations: What Federal. Disability and Veterans Regulations. Key Provisions of New Regulations JONES DAY

COMMENTARY. Expanding Compliance Obligations: What Federal. Disability and Veterans Regulations. Key Provisions of New Regulations JONES DAY October 2013 JONES DAY COMMENTARY Expanding Compliance Obligations: What Federal Contractors Need to Know About OFCCP s New Disability and Veterans Regulations Federal government contractors will soon

More information

A Bridge to Tomorrow. 75 th Annual NHRMA Conference & Tradeshow. Presented by

A Bridge to Tomorrow. 75 th Annual NHRMA Conference & Tradeshow. Presented by A Bridge to Tomorrow 75 th Annual NHRMA Conference & Tradeshow Presented by 50 Shades of Grey The Complexities of OFCCP Compliance in 2013 Today s presentation is a discussion including opinions regarding

More information

AFFIRMATIVE ACTION PROGRAM

AFFIRMATIVE ACTION PROGRAM AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES University of Colorado, Colorado Springs UCCS December 31, 2015 through December 30, 2016 Table of Contents Preface Equal Employment Opportunity

More information

AFFIRMATIVE ACTION PROGRAMS

AFFIRMATIVE ACTION PROGRAMS AFFIRMATIVE ACTION PROGRAMS Plan Effective Date: 7/1/2009 Plan Expiration Date: 6/30/2010 Prepared by: Eric A. Smith Director, Equal Opportunity and Human Resources Approved by: Maureen M. Parks Assistant

More information

Office of Federal Contract Compliance Programs (OFCCP)

Office of Federal Contract Compliance Programs (OFCCP) Office of Federal Contract Compliance Programs (OFCCP) Frequently Asked Questions New Section 503 Regulations Retrieved October 21, 2014 On September 24, 2013, the U.S. Department of Labor s Office of

More information

Being a Federal Contractor: What you should know about EEO Record Keeping Obligations, Posting Requirements, Etc. November 8, 2017

Being a Federal Contractor: What you should know about EEO Record Keeping Obligations, Posting Requirements, Etc. November 8, 2017 Being a Federal Contractor: What you should know about EEO Record Keeping Obligations, Posting Requirements, Etc. November 8, 2017 Biddle Consulting Group Inc. Affirmative Action Plan (AAP) Consulting

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for TEXAS A&M AGRILIFE EXTENSION SERVICE January 1, 2017 - December 31, 2017 PART I: AAP FOR MINORITIES AND WOMEN PART II: AAP FOR PROTECTED VETERANS

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for West Texas A&M University January 1, 2017 - December 31, 2017 EIN (tax) #: 75-6031405 PART I: AAP FOR MINORITIES AND WOMEN PART II: AAP FOR PROTECTED

More information

OFCCP Game-Changing Final Rules: Complying Amid Vigorous Enforcement

OFCCP Game-Changing Final Rules: Complying Amid Vigorous Enforcement Presenting a live 90-minute webinar with interactive Q&A OFCCP Game-Changing Final Rules: Complying Amid Vigorous Enforcement Establishing Hiring Benchmarks, Meeting New Data Collection Requirements and

More information

OFCCP s Veterans and Individuals with Disabilities Final Regulations Impose New Obligations on Federal Contractors and Subcontractors

OFCCP s Veterans and Individuals with Disabilities Final Regulations Impose New Obligations on Federal Contractors and Subcontractors A Timely Analysis of Legal Developments A S A P September 9, 2013 OFCCP s Veterans and Individuals with Disabilities Final Regulations Impose New Obligations on Federal Contractors and Subcontractors By

More information

Society of Corporate Compliance and Ethics

Society of Corporate Compliance and Ethics Society of Corporate Compliance and Ethics Federal Contractor Compliance: What You Need to Know Murray Simpson, Ph.D. 9/13/11 Manager, Consulting Services Federal Contractor Compliance 1 Overview What

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for Texas A&M Engineering Extension Service 200 Technology Way College Station, Texas 77845 979-458-6801 A Member of The Texas A&M University System

More information

OFCCP AFFIRMATIVE ACTION IN THE FINANCIAL SERVICES INDUSTRY

OFCCP AFFIRMATIVE ACTION IN THE FINANCIAL SERVICES INDUSTRY OFCCP AFFIRMATIVE ACTION IN THE FINANCIAL SERVICES INDUSTRY MAY 28, 2014 Jon Zimring zimringj@gtlaw.com 312.456.1056 GREENBERG TRAURIG, LLP ATTORNEYS AT LAW WWW.GTLAW.COM 2014 Greenberg Traurig, LLP. All

More information

EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY UNDER EXECUTIVE ORDER 11246

EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY UNDER EXECUTIVE ORDER 11246 468 N. Rosemead Blvd. Pasadena, CA 91107 Fax 626.351.8880 Telephone 626.351.8800 EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY UNDER EXECUTIVE ORDER 11246 A. Statement of Policy. In order

More information

AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016

AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016 AFFIRMATIVE ACTION PLAN FOR INDIVIDUALS WITH DISABILITIES University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016 1 Table of Contents Introduction EEO Statement and Policy Definitions

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for The Texas A&M University System Offices January 1, 2017 December 31, 2017 Dun s #: 04-291-5991 EIN (tax) #: 74-2648747 EEO-1 #: EEO1 PART I: AAP

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for Tarleton State University January 1, 2018 - December 31, 2018 PART I: AAP FOR MINORITIES AND WOMEN PART II: AAP FOR PROTECTED VETERANS AND INDIVIDUALS

More information

R June 3, 2013 VIA TRANSMISSION. Dear :

R June 3, 2013 VIA  TRANSMISSION. Dear : 5048 June 3, 2013 R00181301 VIA EMAIL TRANSMISSION Dear : Attached is a request for additional data that should expedite the compliance review process. The requested materials are not intended to be all-inclusive

More information

AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246

AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 for California State University, Chico 4 West First Street Chico, California 95929 (53) 898-6771 May 1, 217 April 3, 218 Dun s #: 1-62-8121 EIN (tax)

More information

Peopleclick Authoria CAAMS 4

Peopleclick Authoria CAAMS 4 Peopleclick Authoria CAAMS 4 Reduce Affirmative Action Plan Preparation Costs While Increasing Plan Management and Compliance Reporting Effectiveness CAAMS 4, a breakthrough web-based enterprise-level

More information

Affirmative Action Plan For Veterans and Individuals with Disabilities

Affirmative Action Plan For Veterans and Individuals with Disabilities Affirmative Action Plan For Veterans and Individuals with Disabilities I N D I A N A U N I V E R S I T Y - P U R D U E U N I V E R S I T Y F O R T W A Y N E For the Period October 2015 to September 2016

More information

Federal Contractors Get Ready for Change: What OFCCP s New Disability and Veterans Regulations Mean for You Sponsored By:

Federal Contractors Get Ready for Change: What OFCCP s New Disability and Veterans Regulations Mean for You Sponsored By: Federal Contractors Get Ready for Change: What OFCCP s New Disability and Veterans Regulations Mean for You Sponsored By: Presented by: Susan Schoenfeld Senior Legal Editor, BLR Wednesday, February 26,

More information

PELLISSIPPI STATE COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN

PELLISSIPPI STATE COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN PELLISSIPPI STATE COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN 2014 L. Anthony Wise, Jr. President Karen D. Queener, SPHR Affirmative Action Officer CONFIDENTIAL TRADE SECRET MATERIALS The material set forth

More information

Affirmative Action 101. Kairos Services, Inc.

Affirmative Action 101. Kairos Services, Inc. Affirmative Action 101 Presented by: Nicolas Paul Kairos Services, Inc. Agenda Covering the Basics Secrets for Improving your AAP Results Adverse Impact Shortfall Back Pay Applicant Flow & Dispositions

More information

Montana State University Bozeman

Montana State University Bozeman Montana State University Bozeman Bozeman, MT Affirmative Action Plan for Minorities and Women January 1, 2017 through December 31, 2017 Plan Year Montana State University Bozeman Bozeman, MT AFFIRMATIVE

More information

Subject: Equal Employment Opportunity and Affirmative Action Policy

Subject: Equal Employment Opportunity and Affirmative Action Policy Tufts Medical Center Hospital-Wide Policy Subject: Equal Employment Opportunity and Affirmative Action Policy File Under: Human Resources Policy Manual (HRP), Policy #A3 Issuing Department: Human Resources

More information

United States Department of Labor Office of Federal Contract Compliance Programs Office of Federal Contract Compliance Programs (OFCCP)

United States Department of Labor Office of Federal Contract Compliance Programs Office of Federal Contract Compliance Programs (OFCCP) United States Department of Labor Office of Federal Contract Compliance Programs Office of Federal Contract Compliance Programs (OFCCP) Executive Order 11246 EEO and Affirmative Action Guidelines for Federal

More information

AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN

AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN Bryant University Smithfield, RI July 1, 2011 -June 30, 2012 Linda S. Lulli Affirmative Action Officer The following pages represent a summary of Bryant University's

More information

Recruitment Strategies in Today s Online World: Attracting Veterans and the Long-Term Unemployed

Recruitment Strategies in Today s Online World: Attracting Veterans and the Long-Term Unemployed Recruitment Strategies in Today s Online World: Attracting Veterans and the Long-Term Unemployed Presented by: Adrienne Schleigh, Client Relationship Manager Andrea Muller, Sr. Affirmative Action Project

More information

Affirmative Action Plan Amendments and Name Change of the Office and Officer Position. Legislative/Human Resources Committee January 13, 2015

Affirmative Action Plan Amendments and Name Change of the Office and Officer Position. Legislative/Human Resources Committee January 13, 2015 Affirmative Action Plan Amendments and Name Change of the Office and Officer Position Legislative/Human Resources Committee January 13, 2015 Purpose of Presentation Share changes to the Affirmative Action

More information

Affirmative Action Program

Affirmative Action Program Michigan Technological University Affirmative Action Program January 2018 December 2018 Affirmative Action Program Michigan Tech University As a federal contractor, Michigan Technological University is

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M UNIVERSITY AT GALVESTON A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M UNIVERSITY AT GALVESTON A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M UNIVERSITY AT GALVESTON A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM JANUARY 1, 2017 DECEMBER 31, 2017 PART I: AAP FOR MINORITIES AND WOMEN

More information

Examples of Practices: Federal Affirmative Action Programs for Qualified Individuals with Disabilities and Qualified Disabled Veterans November 2009

Examples of Practices: Federal Affirmative Action Programs for Qualified Individuals with Disabilities and Qualified Disabled Veterans November 2009 Examples of Practices: Federal Affirmative Action Programs for Qualified Individuals with Disabilities and Qualified Disabled Veterans November 2009 This paper was funded by the Office of Disability Employment

More information

What Would You Do? Play Along As We Address Real World Affirmative Action Dilemmas

What Would You Do? Play Along As We Address Real World Affirmative Action Dilemmas What Would You Do? Play Along As We Address Real World Affirmative Action Dilemmas Lynn Clements, Esq. Director of Regulatory Affairs Beth Ronnenburg, SPHR, SHRM-SCP - President Berkshire Associates Inc.

More information

Regulations Refreshed: VEVRAA and Section 503 Regulations Mean New Challenges for Federal Contractors

Regulations Refreshed: VEVRAA and Section 503 Regulations Mean New Challenges for Federal Contractors September 2013 Regulations Refreshed: VEVRAA and Section 503 Regulations Mean New Challenges for Federal Contractors BY JON A. GEIER, MARIA A. AUDERO & HEATHER A. MORGAN 1 On August 27, 2013, OFCCP released

More information

AFFIRMATIVE ACTION PROGRAM

AFFIRMATIVE ACTION PROGRAM AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES Emory University Atlanta, GA November 1, 2015 through October 31, 2016 Table of Contents Preface Equal Employment Opportunity and Affirmative

More information

OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011

OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011 OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011 1 Agenda High-level overview Side-by-side comparison Impacts and Issues 2 Quote of the day (from the proposal): a contractor

More information

AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES

AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES , AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES Plan Effective Date: March 15, 2016 Plan Expiration Date: August 31, 2016 This document is available in alternative formats upon request. Prepared by

More information

The OFCCP s Final Regulations on Affirmative Action for Veterans and the Disabled

The OFCCP s Final Regulations on Affirmative Action for Veterans and the Disabled Westlaw Journal Government Contract Litigation News and Analysis Legislation Regulation Expert Commentary VOLUME 27, issue 14 / november 11, 2013 Expert Analysis The OFCCP s Final Regulations on Affirmative

More information

Workforce Metrics Dictionary:

Workforce Metrics Dictionary: Workforce Metrics Dictionary: Six Steps for Measuring HR Initiatives Measuring HR Initiatives What is the value of your workforce to your organization s bottom line? This is a question that HR professionals

More information

I Get That All The Time! Frequently Asked Questions About AAP Development

I Get That All The Time! Frequently Asked Questions About AAP Development I Get That All The Time! Frequently Asked Questions About AAP Development A presentation of the BCG Institute for Workforce Development (BCGi) The following presentation is not to be construed as legal

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M ENGINEERING EXTENSION SERVICE A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M ENGINEERING EXTENSION SERVICE A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM EXECUTIVE ORDER 46 AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M ENGINEERING EXTENSION SERVICE A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM // // PART I: AAP FOR WOMEN AND MINORITIES PART II: AAP FOR COVERED

More information

PMGS-09-1 Policy and Management Guidelines Division of Agriculture July 2012

PMGS-09-1 Policy and Management Guidelines Division of Agriculture July 2012 Table of Contents PMGS-09-1 Policy and Management Guidelines Division of Agriculture July 2012 Preface Introduction Responsibility for Implementation Organizational Profile Job Group Analysis Availability

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) FOR BUFFALO STATE COLLEGE 1300 Elmwood Avenue Buffalo, New York 14222 (716) 878-4000 07/01/2013-06/30/2014 PART I: AAP FOR MINORITIES AND WOMEN PART

More information

University of Arkansas for Medical Sciences Regional Programs

University of Arkansas for Medical Sciences Regional Programs June 1, 2014 through May 31, 2015 Plan Year University of Arkansas for Medical Sciences Regional Programs University of Arkansas for Medical Sciences June 1, 2014 through May 31, 2015 Plan Year The Affirmative

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M INTERNATIONAL UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M INTERNATIONAL UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) TEXAS A&M INTERNATIONAL UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM 01/01/2011 12/31/2011 PART I: AAP FOR MINORITIES AND WOMEN PART II: AAP

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) for TEXAS A&M INTERNATIONAL UNIVERSITY 1/1/2006 12/31/2006 (data from 1/1/2005 12/31/2005) PART I: AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN PART

More information

AFFIRMATIVE ACTION POLICY

AFFIRMATIVE ACTION POLICY AFFIRMATIVE ACTION POLICY Lewis and Clark Community College 5800 Godfrey Road Godfrey, IL 62035 District 536 Updated 3/15 POLICY It is our policy and firm belief that the employment practices of Lewis

More information

FHWA 1273 Compliance Reviews. Learning Outcomes. Contractor Compliance Program Authorities. 23 CFR Part 230 (Subparts A, C, and D)

FHWA 1273 Compliance Reviews. Learning Outcomes. Contractor Compliance Program Authorities. 23 CFR Part 230 (Subparts A, C, and D) FHWA 1273 Compliance Reviews Learning Outcomes At the end of this session, participants will be able to: Recognize the requirements of the FHWA 1273 contract provision on a federal-aid project; Identify

More information

A Guide to Compliance for Government Contractors Working with Temp Agencies and Staffing Firms. Presented by: David J. Goldstein Michael Childers

A Guide to Compliance for Government Contractors Working with Temp Agencies and Staffing Firms. Presented by: David J. Goldstein Michael Childers A Guide to Compliance for Government Contractors Working with Temp Agencies and Staffing Firms Presented by: David J. Goldstein Michael Childers Introduction The Increased Importance of Alternative Hiring

More information

What You Need to Know about the OFCCP

What You Need to Know about the OFCCP What You Need to Know about the OFCCP Your Organization s Obligations Presenter John M. Otroba Senior Consultant, TPO John brings over 20 years of experience to his human resources consulting work at TPO.

More information

Affirmative Action Plan Methodology: An Overview. Overview of Biddle Consulting Group, Inc. 3

Affirmative Action Plan Methodology: An Overview. Overview of Biddle Consulting Group, Inc.  3 Affirmative Methodology: An Overview April 16, 2014 Diana Sicari Cassie Verdon Overview of Biddle Consulting Group, Inc. Affirmative (AAP) Consulting and Fulfillment HR Assessments Thousands of AAPs developed

More information

Clackamas County Equal Employment Opportunity Plan

Clackamas County Equal Employment Opportunity Plan Clackamas County Equal Employment Opportunity Plan 2018 Policy Statement: It is the policy of Clackamas County to adhere to the concept of Equal Employment Opportunity and Affirmative Action as a basic

More information

Office of Federal Contract Compliance Programs (OFCCP)

Office of Federal Contract Compliance Programs (OFCCP) Page 1 of 9 Office of Federal Contract Compliance Programs (OFCCP) TRANSMITTAL U.S. DEPARTMENT OF LABOR Office of Federal Contract Compliance Programs Number: Date: OFCCP Order No. ADM Notice/Functional

More information

Today s Webinar Brought to

Today s Webinar Brought to Today s Webinar Brought to you by Michelle Perris Human Resources Consultant Carol Emge Human Resources Consultant hrconsulting@jwterrill.com Today s Agenda EEO-1 Background/History Who must file Why/How

More information

LEAD EQUAL EMPLOYMENT OPPORTUNITY

LEAD EQUAL EMPLOYMENT OPPORTUNITY LEAD EQUAL EMPLOYMENT OPPORTUNITY HUMAN RESOURCES 2012 Kieffer Gaddis TOPICS OF DISCUSSION 2 Equal Employment Opportunity Personnel Decisions Affected Affirmative Action EEO at 50 EEO Compliance Employment

More information

CITY OF LOS ANGELES RULES AND REGULATIONS IMPLEMENTING THE FAIR CHANCE INITIATIVE FOR HIRING (BAN THE BOX) ORDINANCE EFFECTIVE JANUARY 22, 2017

CITY OF LOS ANGELES RULES AND REGULATIONS IMPLEMENTING THE FAIR CHANCE INITIATIVE FOR HIRING (BAN THE BOX) ORDINANCE EFFECTIVE JANUARY 22, 2017 CITY OF LOS ANGELES RULES AND REGULATIONS IMPLEMENTING THE FAIR CHANCE INITIATIVE FOR HIRING (BAN THE BOX) ORDINANCE EFFECTIVE JANUARY 22, 2017 Department of Public Works Bureau of Contract Administration

More information

2/1/2016. An Overview of Current & Proposed OFCCP Requirements. About Constangy. What We Do. Presented by Cara Crotty, Esq.

2/1/2016. An Overview of Current & Proposed OFCCP Requirements. About Constangy. What We Do. Presented by Cara Crotty, Esq. An Overview of Current & Proposed OFCCP Requirements Presented by Cara Crotty, Esq. About Constangy We have focused on employment and labor law exclusively since 1946 We currently have more than 160 attorneys

More information

EXECUTIVE ORDER 11246

EXECUTIVE ORDER 11246 EXECUTIVE ORDER 11246 Standard Federal Equal Employment Opportunity Construction Contract Specifications (Executive Order 11246). Applicable to contracts/subcontracts exceeding $10,000.00) (1) As used

More information

REQUIRED CONTRACT PROVISION SPECIFIC EQUAL EMPLOYMENT OPPORTUNITY CONTRACTUAL REQUIREMENT

REQUIRED CONTRACT PROVISION SPECIFIC EQUAL EMPLOYMENT OPPORTUNITY CONTRACTUAL REQUIREMENT Sheet 1 of 7 REQUIRED CONTRACT PROVISION SPECIFIC EQUAL EMPLOYMENT OPPORTUNITY CONTRACTUAL REQUIREMENT 1. General: Equal employment opportunity requirements to NOT discriminate and to take affirmative

More information

The New OFCCP Compliance Review: What To Expect When Scheduled For A Review In 2012

The New OFCCP Compliance Review: What To Expect When Scheduled For A Review In 2012 The New OFCCP Compliance Review: What To Expect When Scheduled For A Review In 2012 Presented by Elizabeth A. Schallop Call With comments by Lisa Barnum, Marian Enriquez and Rebecca Rand steptoe.com February

More information

Civil Service Affirmative Action Plan Meeting August 2013

Civil Service Affirmative Action Plan Meeting August 2013 Civil Service Affirmative Action Plan Meeting August 2013 Office of Diversity, Equity, and Access Staff Human Resources Office of Diversity, Equity, and Access Partner with campus on diversity Coordinating

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) WEST TEXAS A&M UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP) WEST TEXAS A&M UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM EXECUTIVE ORDER 246 AFFIRMATIVE ACTION PLAN (AAP) WEST TEXAS A&M UNIVERSITY A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM //23-2/3/23 PART I: AAP FOR MINORITIES AND WOMEN PART II: AAP FOR COVERED VETERANS

More information

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AFFIRMATIVE ACTION PLAN)

EXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AFFIRMATIVE ACTION PLAN) EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AFFIRMATIVE ACTION PLAN) for EAU CLAIRE COUNTY 721 Oxford Avenue Eau Claire WI 54703 715-839-4710 2016 Dun s #: 076521186 Eau Claire County EIN (tax) #: 39-6005694

More information

OFCCP NEW SCHEDULING LETTER AND ENFORCEMENT UPDATES

OFCCP NEW SCHEDULING LETTER AND ENFORCEMENT UPDATES OFCCP NEW SCHEDULING LETTER AND ENFORCEMENT UPDATES Neil Dickinson, SPHR Managing Partner HudsonMann NEW OFCCP SCHEDULING LETTER AND ITEMIZED LISTING Effective September 30, 2014 Did not include proposed

More information

SECTION 3 PARTICIPATION PLAN. (Owner/Developer and General Contractor)

SECTION 3 PARTICIPATION PLAN. (Owner/Developer and General Contractor) SECTION 3 PARTICIPATION PLAN (Owner/Developer and General Contractor) For (Name and Address of Construction Project) Submitted by: Name of Owner/Developer: Address: Primary Contact: Phone number: Email:

More information

GENERAL INFORMATION BOOKLET

GENERAL INFORMATION BOOKLET GENERAL INFORMATION BOOKLET Return the following forms with your contract Acknowledgement of EEO Commitment Form Statement and Acknowledgement Form (SF1413 Federal Projects only EXHIBIT 3 INTRODUCTION

More information

SURPRISE! You re a Federal Contractor. Shafeeqa Giarratani Fulbright & Jaworski, L.L.P.

SURPRISE! You re a Federal Contractor. Shafeeqa Giarratani Fulbright & Jaworski, L.L.P. SURPRISE! You re a Federal Contractor What You Need To Know About Federal Contracting and Employment Law Shafeeqa Giarratani Fulbright & Jaworski, L.L.P. Shafeeqa Giarratani, Fulbright & Jaworski LLP Heightened

More information

AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016

AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016 AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN University of Wyoming Laramie, WY September 1, 2015 through June 30, 2016 1 Table of Contents Introduction EEO Policy Responsibility for Implementation Organizational

More information