Developing an Affirmative Action Plan In The Age Of Inclusion - Title VII Of Civil Rights Act 1964

Duration: 90 Minutes
2016 ended with a bang! The outgoing Obama administration pushed through a plethora of regulatory actions that turned the contracting community on its ear. To add to the confusion, many of those actions have already been barred in whole or in part by the courts. As if that hasn't brought about uncertainty, America hired a new president, someone who promises to change how DC operates. What does that mean for compliance initiatives within our organizations and how do we prepare for what's to come?
Trump Administration
Instructor: Cathleen Hampton
Product ID: 504097
Objectives of the Presentation
  • Where is Trump's Executive Action on regulatory reform heading?
  • What's up with the sex discrimination rule?
  • Knowing the federal court blocked the blacklisting rule's implementation, where does the rest of the regulation stand?
  • FLSA overtime rules… are they really gone?
  • Is the new EEO-1 set in stone?
Why should you Attend
The outgoing Obama Administration pushed through quite a few regulations that turned the business community on its ear. Then, on November 9th it became immediately clear that everything was about to change… again. Although many of the Obama era regulations pushed through in 2016 have been barred in whole or in part by the US District Courts and the Trump Administration has already seen several lawsuits filed against various Executive Actions he's taken since assuming the office of the presidency. From the ACA regulatory halt to the 2 for 1 regulatory requirement, things are definitely confusing for organizational compliance teams.

Employers have been carefully monitoring the transition of power to get a sense of how the incoming administration will approach labor and employment issues that affect federal contractors. As of the writing of this piece, Andrew Puzder has yet to be confirmed by the US Senate to head up the DOL. Each day that goes by, adds to the complexity for compliance planning purposes. One thing we do know is that we can expect to see the OFCCP adopting a more reasoned approach to asserting systemic claims and conducting audits in response to a recent blistering assessment of the agency by the Senate Appropriations Committee. But will that translate into a uniform set of standards from the federal government that will ease compliance burdens?

Areas Covered
So what can federal contractors expect under the Trump administration? What do we know so far, and what we expect the Department of Labor in general and the OFCCP in particular during 2017? We do know we can anticipate that the Trump administration will rescind what it perceives to be “job killing” executive orders and regulations passed by the Obama Administration, notably Executive Order 13673, Fair Pay and Safe Workplaces (aka “Blacklisting”). We already know he will be keeping Executive Order 13672 (adding LGBT protections to Executive Order 11246), but to what extent? It is less obvious whether an Executive Order 13706 (establishing paid sick leave for federal contractors) will be rolled back.

While nothing is absolute, this webinar will provide a walk through each of the regulatory actions taken under the outgoing Obama Administration and provide the latest information for each in an effort to put some sanity around what happens now that Trump is in the big chair. One thing is for sure, if the reporting requirements are to be changed, the Trump administration will need to act soon because employers are already expending a significant amount of time and effort to prepare for compliance.

Who will Benefit
  • Federal Contracting Compliance Teams
  • HR Affirmative Action Teams
$300
Recorded Session for one participant
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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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