Time: approximately 3 hours (total for 6 training modules)
Cost: $199 (savings of $125)
The following set of 6 modules cover all foundational affirmative action and equal opportunity related topics and recommendations. These are essential to a basic and intermediate level understanding of affirmative action regulatory requirements. Modules range from 25 – 45 minutes and offer a comprehensive review of affirmative action topics. It is recommended that the modules are viewed in order, but not essential as they can standalone. Each module includes a quiz to assist participants in their understanding and grasp of the subject matter, and also provides the opportunity to earn HRCI credit. For a complete understanding of AAP requirements, obligations, and best practices it is recommended that participants complete all modules, however we offer the flexibility to pick and choose which modules best meet your needs.
Module I: AAP History and Background
Module I provides a brief overview of foundational topics as an introduction to the affirmative action obligations that are essential for the education of any compliance or human resources professional. This module sets the stage for the remaining modules and provides appropriate background information necessary for understanding the content and issues presented within the remaining modules.
Module II: AAP Development and Reporting Requirements
Module II covers the requirements for an affirmative action plan, with a focus on AAP structure and required reporting. The module helps contractors to determine which regulations apply to them based on company size and number of establishments and also provides recommendations for AAP structure and employee definition based on regulatory requirements and guidance. The module defines key requirements, which allows for application to the individual contractor. Required analysis and report requirements are also discussed in detail to allow for understanding and application.
Module III: Implementation: Beyond the Written Plan
Module III is an essential component for any compliance or HR professional’s training (or refresher) in affirmative action compliance obligations. This module provides an in-depth review of the numerous compliance requirements that are separate from, or tangential to, a company’s affirmative action plan. Participants will leave with a comprehensive understanding of what their obligations are (separate from their required analytics and narratives, which were covered in Module II), as well as information for implementation.
Module IV: Availability, Utilization, and Goal Analyses
Module IV provides an in-depth discussion covering the regulatory requirements and practical implications for a proper availability set-up, utilization analysis, and goal summary. These reports and analytics are the heart of an affirmative action plan. The training will provide a breakdown of the regulatory requirements for an understanding of how the analyses are conducted, interpretation of results, and importance of the set-up. The training will also provide recommendations for each set of requirements to aid the participant in their own availability set-up and utilization analysis.
Module V: Personnel Activity Analyses
In addition to taking affirmative action for females and minorities, Federal contractors are also required to ensure equal employment opportunity for protected classes (i.e., race, color, religion, sex, sexual orientation, gender identity, national origin, and protected veteran or disability status). Module V is devoted to the understanding of those personal activity analyses required for these non-discrimination requirements. This module covers the regulatory context, provides recommendations for set-up, analysis, and interpretation, as well as advanced recommendations and statistical examples.
Module VI: Compliance Begins with Recruiting
Hiring tends to be a major focus for the OFCCP. Due to this and the various compliance obligations related to hiring, the role of a recruiter or other talent management professional is critical to successful compliance. This module provides a comprehensive review of recordkeeping and self-identification obligations, as well as a major focus on understanding the Internet Applicant Regulation, including its effect on analyses and the importance of getting basic qualifications right. Although this is “recruiting” focused, this training should be considered essential to the training of any compliance or HR professional given the importance of hiring and applicant analyses for proactive AAPs and audits.
Michael Aamodt, Principal Consultant at DCI Consulting Group, wrote an article featured in SIOP’s TIP publication, January 2017.
Between the periods of 2005-2007, OFCCP had several open compliance reviews with Pilgrim’s Pride Corp. establishments. In just the last month, three DOL administrative complaints for audits from this period were dismissed. Dismissals resulted from Pilgrim’s Pride bankruptcy filed in 2008.
In December of 2008, Pilgrim’s Pride declared bankruptcy, and proceeded through the process, effecting a bankruptcy plan in December of 2009. As part of the bankruptcy plan, the Court gave notice of Pilgrim’s Pride bankruptcy available to all relevant parties, requesting that all parties submit claims by June 2009. OFCCP filed a claim alleging discriminatory practices at Mount Pleasant and Lufkin, TX, factories in May of 2009. Pilgrim’s Pride then filed a Claims Objection Procedures Motion to OFCCP’s claimsRead More