Date/Time:
This audio conference was recorded on Monday - February 2, 2009
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Credits: |
| This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification. |
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Description:
“Adverse impact.” It’s a phrase that strikes fear in the hearts of federal contractors. Basically, you’ve just been accused of discriminating against women, minorities, or other protected groups in your recruiting and hiring procedures.
As a federal contractor, you’re required to compile and report applicant tracking data for your workforce so that you can prove you’re managing an appropriately diverse workforce. However, the rules for gathering this information (as enforced by the Office of Federal Contract Compliance Programs [OFCCP]) can be very confusing in practice - from deciding who actually constitutes an “applicant” to keeping the proper records for jobseekers who contact you via the Internet. And, even if you make an honest mistake in this paperwork, you could face embarrassing audits, expensive fines and legal fees, and even the loss of your government contracts.
Order this in-depth audio conference recording specifically for federal government contractors, as our expert speakers – two experienced employment attorneys who’ve counseled many government contractors – guide you through the steps involved in tracking and reporting applicants. They’ll explain the basic rules and definitions involved in these processes, as well as proven strategies for avoiding the most common mistakes federal contractors make in applicant tracking.
Speaker(s):
Julia E. Judish, Esq., is counsel at the Washington, DC, 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.
Maryelena Zaccardelli, Esq., is the owner and principal of MEZ Consulting, LLC, an affirmative action compliance consulting firm based in McLean, Virginia. She designs affirmative action programs and advises companies on implementing the systems and processes necessary to comply with federal affirmative action requirements for government contractors. As a former counsel with Pillsbury Winthrop Shaw Pittman, LLP, for 15 years, Zaccardelli advised management on a wide range of employment matters, including affirmative action issues. She earned her law degree at the University of Michigan.
You and your colleagues will learn:
- Why you’re required as a federal contractor to track and report data on your job applicants and hires
- Who actually constitutes an “applicant” under federal rules (and the different forms an applicant’s “expression of interest” can take)
- The most effective ways to collect demographic data from applicants and encourage self-disclosure of this information
- How to track different types of applicants, from internal candidates and Internet applicants to jobseekers applying for more than one opening
- The steps you can take to avoid mixing affirmative action plan years as you track and report applicant data
- Best practices for storing expressions of interest, applications, resumes, and other applicant information (and how long you should retain these records)
- Why it’s critical to reconcile race and gender data for new hires against their original applications
- How to spot and correct the most common applicant tracking mistakes, from low applicant-to-hire ratios to high percentages of unknown race and gender
Many organizations have become experts these days at doing business with the federal government. What trips up many employers, however, are the affirmative action obligations that come with these federal contracts. Complying with these regulations can be a bewildering challenge – and, if you make mistakes, errors can quickly prove embarrassing and costly.
Don’t miss these upcoming audio conferences from BLR that will provide additional in-depth guidance on complying with affirmative action rules for federal contractors:
There’s no better way to get your affirmative action practices in line for 2009 than a complete review of the federal rules that apply to contractors, so take advantage of the full series.
