Affirmative Action Audit Tricks, Trends and Compliance Pointers: How to Avoid the Latest and Greatest of Regulatory Challenges

Duration: 90 Minutes
With the agency digging deep for systemic inequalities across the board, every federal contractor needs to be prepared for OFCCP scrutiny and audits. The best way to do this is to be proactive in preparing your company's annual Affirmative Action Plan (AAP), as well as monitoring and updating it. It's important to be aware what you will be required to submit and what your data means and to train your management teams to support a ‘best foot forward' strategy of compliance practices.
Affirmative Action Audit
Instructor: Cathleen Hampton
Product ID: 501789
Objectives of the Presentation
  • An overview of the regulatory environment and the key points to consider from an employment management perspective
  • What does it mean when OFCCP states compliance can no longer be measured by good faith
  • How to review internal pay practices and conduct an internal audit for possible inequities
  • What the OFCCP considers discriminatory wage practices, and what it's looking for with regard to wage statements provided to contractors and employees
  • How to ensure that wage statements include hours worked and how pay is calculated for contractors
  • How to prepare compensation managers for a possible OFCCP audit or interview
  • And much more!
Why Should you Attend
Affirmative action affects more than you think, and just when you think you have it all together, you find out affirmative action compliance as we know it has dramatically changed yet again. Given the trends, 2017 is shaping up to be a humdinger from a compliance perspective. OFCCP's regulatory agenda highlights their intent to aggressively enforce the laws under its jurisdiction and it began with the strengthening of regulations that implement those laws. Now it seems they have everything they need in place and ready to go for 2017.

Join us as we discuss how all of the regulatory developments over the last four years reflect the OFCCP's recently stated belief that affirmative action can no longer be measured by good faith efforts. Indeed, both proposed and implanted changes to compliance requirements reflect a push by the OFCCP for federal contractors to engineer results, and that trend has continued to affect all plan designs since 2014.

This webinar briefly outlines the regulatory environment and new requirements that went into effect over the last couple of years. We will walk you through the OFCCP enforcement agenda and help you to focus on the key areas of risk so that your plans are ready for increased scrutiny in the coming year.

For example, we will have an in-depth discussion about how the OFCCP is continuing to focus on identifying systemic inequalities in pay and abolishing discrimination. It's also taking a sharper look these days at bias against LGBT employees and has even sharpened its focus on retaliation.

Join us for an in-depth webinar when we explain the compliance traps to watch out for, and how to handle and survive any interviews or reviews by the OFCCP. You'll get a clear explanation of how new OFCCP regulations may affect your organization, what to be aware of, and how to be prepared for anything the OFCCP might dig up.

Areas Covered
  • An overview of Affirmative Action and the 2016 regulatory environment, A year full of change
  • How To Navigate Federal Affirmative Action Compliance
    • How To Survive An OFCCP Compliance Review
    • Zeroing In On OFCCP's Desk Audit
  • Making Sense Of Recent Labor Rules For Gov't Contractors
    • 10 FAQs Clarifying (Sort Of) Obligations Under VEVRAA
    • Contractor Rule Changes: 8 Highlights
  • How To Comply With OFCCP's Imposing New Rules
    • 10 Parts Of A Written Affirmative Action Plan
    • 5 Tips For Federal Contractors Facing New Hiring Rules
Who will Benefit
This webinar is designed to provide human resource professionals and business executives with the practical information they need to help increase their effectiveness when developing Affirmative Action programs and practices.
$300
Recorded Session for one participant
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How it works
Live Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • The webinar joining link, username and password for joining the webinar will be updated on your OCP Account 24 hours prior to the webinar
  • Presentation handouts in Downloadable PDF format will be updated on your OCP Account 24 hours prior to the live session
  • Login to the audio conference on the scheduled date and time
  • Get answers to your queries through interactive Q&A sessions via chat at the end of the session
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account 24 hours after the completion of the session
  • Please let us know your thoughts and views at the end of the webinar, your valuable feedback will help us improve
Recorded Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • Upon purchase of the recorded session a link will be updated on your OCP Account within 24 hours
  • Please click on the link to access the Recorded Session
  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account after 48 hours of the product Purchase
  • Please share your valuable Feedback at the end of the session
Instructor Profile:
Cathleen Hampton is a well-known and respected Human resources professional with more than 25 years' experience providing subject matter expertise and consulting services in the areas of risk and compliance. She is well versed in employment law under the FEHA and Title VII to include designing and conducting management training specifically related to discrimination, retaliation, and sexual harassment prevention. She has been responsible for responding to sexual harassment and other discrimination complaints. Ms. Hampton has conducted numerous investigations of harassment complaints and is considered a trusted advisor advising employers or employees regarding discrimination, retaliation, and sexual harassment prevention as well as providing expert guidance on development of policy and practice for companies.
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