Continuing Education Credits: HRCI – 13 HR (General) • SHRM – 13 PDC’s
Each one of us is hired to help our organization perform at its best and provide quality services. You should expect your organization and co-workers to treat people with respect and help them to develop personally and professionally in the workplace.
People who are pursuing employment opportunities, such as applying for a new job or a promotion, though, may be faced with discrimination based on factors unrelated to the ability to do the job. This discrimination and harassment may be based on race, color, religion, gender, sexual orientation, age, marital status, ethnicity or national origin, veteran status, disability, or other classes protected by law.
By taking this course, you will learn what Affirmative Action is and why Affirmative Action Plans, either voluntary or involuntary, are needed to ensure potential and existing employees are treated fairly with dignity and respect. You will also learn how to design and develop an Affirmative Action Plan.
These laws also help maintain a workplace where all employees can work, remain productive, advance, and develop to their fullest potential.
Affirmative Action refers to a set of practices designed to correct the trends created by past discrimination. It is important for you to understand what Affirmative Action is and how it is relevant to you and your organization today. This course has been prepared with these objectives in mind.
During this 2-Day course you will gain knowledge in:
So, it is time to boost your Affirmative Action Planning experience and expertise, so it’s not just a report about compliance anymore, but a way of running a business where it enhances your workplace and empowers your team. It is time to gain that competitive advantage your organization hired you to be looking for.
It is time to learn about Affirmative Action Plans why they require employers to proactively identify and remove barriers that make it harder for underrepresented groups to be recruited, hired, and retained, such as women and other minorities.
Remember, if you are new to Affirmative Action planning, need to refresh your knowledge on your technical skills, or creating a report in the near future this course is for you.
It is time.
Day 1 – 9:00 am – 5:00 pm (Central Time)
11:15 pm – 15-minute break1:00 pm – 60-minute lunch break4:00 pm – 15-minute break
Day 2 – 9:00 am – 5:00 pm (Central Time)
11:15 pm – 15-minute break1:00 pm – 60-minute lunch break4:00 pm – 15-minute break
On June 4, 1965, President Johnson delivered the commencement address at Howard University, the nation’s most prominent historically black university. In his address, Johnson explained why “opportunity” was not enough to ensure the civil rights of disadvantaged Americans.
Four Levels of Racism
Individual Racism
Interpersonal Racism
Institutional Racism
Structural Racism
Systemic Racism
Discrimination
Employment Discrimination
Discrimination Consequences
Individual
Group
Organizational
Fighting Discrimination
The Government Stepping in
1866 – Civil Rights Act
1868 – 14th Amendment
1961 – Executive Order 10925
1963 – Equal Pay Act (EPA)
Life in 1964
1964 – Civil Rights Act
1965 – Executive Order 11246
1967 – Age Discrimination in Employment Act (ADEA)
1973 – Rehabilitation Act (Sec 503)
1974 – Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA)
1990 – Americans with Disability Act (ADA)
Additional Amendments
1991 – Amendment to Civil Right Act
2008 – Amendment to ADA
Additional Executive Orders
2014 – EO 13672
2014 – EO 13658
2015 – EO 13706
Disparate/Adverse Treatment
McDonnell Douglas Corp. vs Green
Disparate/Adverse Impact
Griggs vs Duke Power Co.
Washington vs Davis
Testing for Disparate/Adverse Impact
4/5ths Rule – 80% Rule
Harassment
Quid Pro Quo
Hostile Environment
Harassment Policy Tips
Retaliation
Understanding Retaliation
Legal Liability
Equal Employment Opportunity Commission (EEOC)
Established by the Civil Rights Act of 1964
EEOC Governs
EEOC Policy Tips
EEO-1 Reporting Steps
EEO-1 Reporting Regulations
Veterans’ Employment & Training Services (VETS)
VETS-4212 Reporting Steps
VETS-4212 Reporting Regulations
Office of Federal Contract Compliance Programs (OFCCP)
OFCCP Responsibilities
Affirmative Action Plans Overview
Understanding the Policy
Understanding the Goal
Understanding the Two Parts
Qualitative Narrative
Quantitative Analysis
Three Related Acts
Executive Order 11246
Rehabilitation Act – Section 503
Vietnam Era Veteran’s readjustment Assistance Act
AAP Regulations and Policy
Definition of Employees
Definition of Contractors & Sub-Contractors
Definition of Record-Keeping
Definition of Record-Keeping Maintenance
Who Needs Them
HR’s Role
Differences Between EEO-1 & AAP
Busting the Top 10 Myths
In Favor of AA
Against AA
AA Controversy Timeline
University of California vs Bakke
Hopwood vs University of Texas Law School
Gratz vs Bollinger
Grutter vs Bollinger
Parents vs Seattle
Meredith vs Jefferson
Ricci vs DeStefano
States Banning AA
OFCCP Settlements
Coca-Cola Class Action
Palantir
Enterprise Rent-a-Car
Dell
Intel
Preparing for AAPs
Cover Page
Organization Profile
Workforce Analysis / Job Group Analysis
Understanding Pre-Offer vs Post Offer
Understanding Self-ID vs Visual ID
Promotion Analysis
Termination Analysis
Compensation Analysis
Placement of Incumbents in Job Groups
Determining Availability
Comparing to BLS/US Census/State Employment Service Data
Comparing Incumbency to Availability
Placement Goals
Understanding Goals vs Quotas
Designation of Responsibility
Executive Leadership Team
EEO Manager
Managers & Supervisors
Identification of Problem Areas
Action-Oriented Programs
Program Regulations
Internal Audit & Reporting
Support Data
Good Faith Efforts
Job Postings as a Good Effort
Succession Planning as a Good Effort
Compensation as a Good Effort
Turnover as a Good Effort
Best Practices
Policy Statement
Review of Personnel Processes
Physical & Mental Qualifications
Reasonable Accommodations to Physical & Mental Limitations
Reasonable Accommodation Policy Tips
Disability
Essential Functions
Undue Hardship
Individual with Disability
Qualified Individual with a Disability
Major Life Activity
Interactive Process
Substantially Limits
Reassignment
Anti-Harassment Procedures
External Dissemination of Policy
Outreach & Positive Recruitment
Internal Dissemination of Policy
Audit & Reporting System
Self-Audit
Responsibility of Implementation
Training
Data Collection Analysis
For Protected Veterans
Hiring Benchmark
For Individuals with Disabilities
Utilization Goals
Letters & Tips to Consider
Reaffirmation Letter
Recruitment Letter
Community Source Letter
Sources & Efforts
Union Letter
Vendor Letter
Compliance Audit Letter
Top 10 Audit Requests
Mandatory Posters
Reaffirmation Letter
E-Verify Poster
Memo of the last Inspection of AAP for Protected Veterans and Individuals with Disabilities (only the narrative section)
Memo of the Self-Identity Process
Invitation to Self-Identity for Employees
Invitation to Self-Identity for Individuals with Disabilities
Invitation to Self-Identity for Protected Veterans
EEO Policy & Complaint Procedure
Harassment Policy & Complaint Procedure
EEO is the Law Poster (with Amendments)
Pay Transparency Poster
USERRA Poster
EO 13496 Employees Rights under National Labor Law
Mandatory Policy Updates
8 Tips to Consider When Forming
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