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 OFCCP rules for gathering this information can be incredibly confusing - from deciding who actually qualifies as an “applicant” to keeping the proper records for jobseekers who contact you via the Internet. And even if you make an honest mistake, it can prove costly in both time and money if you are unlucky enough to be selected for an audit by the OFCCP.

Order this informative webinar recoding, when our employment law experts will detail the pitfalls, traps, and requirements for tracking applicant data.

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

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.

Maryelena Zaccardelli, Esq., is the owner and principal of MEZ Consulting, LLC, an affirmative action compliance consulting firm based in McLean, Virginia. As a consultant, 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. Prior to beginning MEZ Consulting, LLC, Zaccardelli served as a counsel with Pillsbury Winthrop Shaw Pittman, LLP, where she advised management on a wide range of employment matters, including affirmative action issues. She earned her law degree at the University of Michigan.

Approved for Recertification Credit

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.

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