What trips up many employers, however, are the affirmative action obligations that come with these federal contracts. From tracking the race and gender of your workers to rolling out specific action plans, complying with these requirements can be a bewildering challenge. And if you make mistakes, those errors can quickly lead to embarrassing audits and costly legal penalties.

Order this in-depth audio conference recording specifically for federal government contractors. Our expert speaker – an experienced employment attorney who’s counseled many government contractors – will guide you through the affirmative action maze. She’ll explain your affirmative action obligations and offer practical tips for complying with these rules and recognizing potential problems in your workplace.

You and your colleagues will learn:

• Whether your organization qualifies as a federal government contractor that must comply with affirmative action requirements
• The specific federal laws and regulations that affect your affirmative action plans (AAPs) - from Executive Order 11246 to the Vietnam-Era Veterans Readjustment Assistance Act of 1974 - and what they require (in plain English)
• How to collect the HR data you’ll need to support your AAPs, including the race and sex of both your employees and applicants
• What you must do to track and monitor how minorities and women are screened for jobs, hired, paid, promoted, and terminated within your organization
• The best practices you can follow in picking an AAP plan year and creating your AAPs from scratch
• The respective roles of (and the differences between) the EEOC and the OFCCP in enforcing affirmative action obligations for government contractors
• How you can avoid repeating the most common compliance mistakes government contractors make with affirmative action issues

Julia E. Judish, Esq., is counsel at the Washington, D.C., office of law firm Pillsbury Winthrop Shaw Pittman, LLP. She litigates regularly in state and federal courts, represents clients in arbitration and mediation proceedings, and investigates and defends claims before the Equal Employment Opportunity Commission and local human rights agencies. She also serves as a legal advisor to clients on a full range of employment issues (notably the affirmative action obligations of federal contractors) and has guided numerous clients through audits by the Office of Federal Contract Compliance Programs. She earned her law degree at Harvard University.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.

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