Rachel Monroe is an HR Analyst working on the compliance team at DCI. In this role, she assists with the development of affirmative action plans and EEO/VETS reporting.
Rachel joined the team in August 2016, after receiving her graduate degree in May 2016. Rachel received her Master of Science degree via the Industrial/Organizational Psychology track and a Bachelor of Science degree in Psychology from Missouri State University.
During her first year of graduate studies, Rachel worked in the Office of Diversity & Inclusion at Missouri State assisting the student population with disability accommodation services. In fulfillment of her graduate degree requirements, Rachel completed a human resources internship at AMP New Zealand, a financial services company. During her second year of graduate studies, Rachel was awarded a Teaching Assistantship in the Psychology Department at Missouri State to manage the HELP desk (a statistical and research design consulting center for undergraduate and graduate students). Rachel has practical experience and working knowledge of data management and statistics, and skills with a variety of data analysis programs (e.g., EXCEL, SPSS, and R).
Rachel Monroe, M.S.
DEPARTMENT OF LABOR CLARIFIES EEO-1 AND VETS-4212 DATA COLLECTION AND FILING PERIOD
In June, The Institute for Workplace Equality sent a letter to the Department of Labor (DOL) requesting that the filing period for VETS coincide with the EEO-1’s March 2018
OFCCP Prioritized Onsite Investigation Based on Oral Complaints
OFCCP brought a lawsuit against Baker DC, LLC (Baker) alleging denial of access and contractor non-compliance with an ongoing compliance review, and thereby violating
Recent Trend for 2017 OFCCP CSALs
As noted in a recent blog, 800 Corporate Scheduling Announcement Letters (CSAL or courtesy letter) were sent to contractor establishments on February 17, 2017. CSALs serve to give
CSAL letters are being issued as of February 17th
DCI has confirmed with OFCCP that a new round of CSAL letters were officially mailed as of February 17th. The letters were sent directly to establishments and “Frequently Asked
The OFCCP Institute Writes to EEOC requesting information on revised EEO-1 report
Through our previous blog posts, we have kept our readers updated on changes to EEO-1 reporting scheduled to go into effect March 2018. Recently, President Trump put forth a
LGBT Workplace Protections to Remain in Place with New Administration
President Trump’s office issued a press release on January 31st, stating his intention to continue enforcing Executive Order 13672. This order was issued by President Obama in
EEOC Increases Disability Goals for Federal Agencies
The EEOC delivered the final rule on affirmative action for individuals with disabilities in federal employment—an amendment to Section 501 regulations. This rule further
OFCCP Updates between Administrations
The election has passed, and soon there will be changes at OFCCP. These changes primarily include a new politically appointed OFCCP Director and the shifts this new leadership