Date/Time:
This audio conference will be recorded on Monday - February 9, 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:
Your heart stops as you read the letter you’ve just opened: Your organization has been “selected” by the U.S. Labor Department’s Office of Federal Contract Compliance Programs (OFCCP) for a “compliance evaluation.” In other words, you’re about to be audited as a federal contractor.
OFCCP audits can take many forms, from a simple compliance review by mail or phone to a full-blown review of your records by federal personnel actually going through your files inside your workplace. Dealing with OFCCP audits can be a very confusing and intimidating process, even if you truly believe you’ve covered all of the bases in your affirmative action plans. Plus, you’ll face the pressure of knowing you could be hit with large fines, expensive legal fees, or even the loss of your federal contracts if the audit uncovers significant questions about your workforce.
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 preparing for and surviving an OFCCP audit. They’ll explain the basic steps involved in the typical audit (from the initial audit scheduling letter to the final determination letter), as well as practical strategies for dealing with the auditors and responding to their questions.
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 may have been selected to undergo an OFCCP audit in the first place
- The basic compliance steps that will protect you during an audit, from developing effective affirmative action plans to storing applicant data properly
- What steps you should take first when you receive the initial audit scheduling letter
- How to respond to the typical OFCCP “desk audit”
- The types of records you should gather for OFCCP auditors (and what you should never turn over without talking to your attorney first)
- How to prepare for, and react during, an OFCCP on-site audit (including what you should never say or do in front of an auditor)
- The typical “red flags” that OFCCP auditors are looking for, from statistically significant adverse impacts in your demographics to technical issues with your written affirmative action plans
- How to avoid the most common mistakes federal contractors make when responding to an OFCCP audit
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.
