Affirmative Action Plan Methodology 101 Part I. A presentation of the BCG Institute for Workforce Development (BCGi) March 27, 2013
|
|
- Kimberly Miller
- 7 years ago
- Views:
Transcription
1 Affirmative Action Plan Methodology 101 Part I A presentation of the BCG Institute for Workforce Development (BCGi) March 27, 2013
2 Contact Information Criselda Cooper Cassie Verdon EEO/AA Consultant I EEO/AA Analyst II ccooper@biddle.com cverdon@biddle.com ext ext. 182 Biddle Consulting Group, Inc. 193 Blue Ravine, Ste. 270 Folsom, CA The following presentation is Copyrighted by Biddle Consulting Group, Inc. 2
3 Agenda: Part I Words to Know A A P Who Must Create an Affirmative Action Plan Requirements of an Affirmative Action Plan Updates OFCCP and Regulation Update In conclusion: Summary, Questions and Answers 3
4 Words to Know AAP Affirmative Action Plan EEO Equal Employment Opportunity Federal Contractor Has a contract with the federal government and is subject to EO Department of Labor (DOL) Federal governing agency over EEO/Affirmative Action OFCCP Office of Federal Contract Compliance Program EEOC Equal Employment Opportunity Commission Establishment Allocation of employees into an AAP by address Executive Order (E.O) Regulations that require contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment. Section 503 of the Rehabilitation Act - prohibits discrimination and requires employers with federal contracts or subcontracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities. VEVRAA Vietnam Era Veterans Readjustment Assistant Act Audit - OFCCP formal review of a contractor s AAP Incumbents Employees Conciliation Agreement (CA) A contract with the OFCCP that details specific contractor commitments to resolve violations found in the AAP audit Notice of Violation (NOV) A letter from OFCCP identifying potential violations in the AAP as identified in an audit SSEG Similarly Situated Employee Group 4
5 Copyright Biddle Consulting Group, Inc. 5 Affirmative Who Must Create an Action Plan?
6 History of Affirmative Action Affirmative Action Timeline Equal Pay Act Protects gender who perform substantially equal work in the same establishment from sex-based wage discrimination Age Discrimination in Employment Act Protects individuals who are 40 years of age or older Executive Order No Established the President s Committee on Equal Employment Opportunity which later became the EEOC Civil Rights Act Title VII Prohibits employment discrimination on the basis of race, color, religion, sex or national origin Executive Order No Prohibits federal contractors from employment discrimination based on race, religion, color or national origin and to take affirmative action Executive Order No Amended EO to prohibit discrimination based on sex as well. Vietnam Era Veterans Readjustment Assistance Act of 1974 To take affirmative action to employ and advance in employment veterans protected by this act and prohibits discrimination against these veterans
7 Who Must Create an AAP? Executive Order (E.O.) Two types of contracts: 1) Supplies and Services 2) Construction Prime Contractors Holds a contract with the Federal Government Example: Motor vehicle company supplying cars to the government employees Subcontractors Holds a subcontract with a prime contractor supplying goods and services to a prime contractor Example: The company who supplies tires to the motor vehicle company Ref: 41 CFR (b) (2) 7
8 Who Must Create an AAP? Affirmative Action Programs Three types of written Affirmative Action Programs: 1) AAP for Minorities & Women (E.O ) 2) AAP for Disabled (Sec. 503 of the Rehabilitation Act) 3) AAP for Protected Veterans (VEVRAA) 8
9 Who Must Create an AAP? 1) AAP for Women and Minorities - Executive Order (E.O.) Requires Federal contractors to create an AAP if they meet one of the following criteria: 50 or more employees and $50,000 or more in contract revenue during a 12 month period Serves as a depository of Government funds in any amount A financial institution who issues and pays U.S. saving bonds or saving notes Ref: 41 CFR (b) (1) (i-iv) 9
10 Who Must Create an AAP? 2) AAP for Disabled Persons - Section 503 of the Rehabilitation Act of 1974, as amended Any contract in excess of $10,000 for personal property and non-personal services (including construction) shall contain a provision requiring that the party contracting with the government shall take affirmative action to employ and advance in employment qualified individuals with disabilities. Ref: 41 CFR
11 Who Must Create an AAP? 3) AAP for Veterans - Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended Covered contractors shall take affirmative action to employ and advance in employment qualified special disabled veterans, veterans of the Vietnam era and any other veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized. Ref: 41 CFR ,
12 Who Must Create an AAP? Veteran Reporting Ref: 41 CFR ,
13 Who Must Create an AAP? Requirements Thresholds Disabled Women & Minorities Veterans Contract Amount Section 503 of Rehabilitation Act of 1973 Executive Order Vietnam Era Veterans' Readjustment Assistance Act of 1974 $10,000 $25,000 ( ) $50,000 ( ) $100,000 ( ) 13
14 Who Must Create an AAP? Requirements Equal Opportunity Clause Every federal contractor that does business with non government organizations for goods or services must include the Equal Opportunity Clause in contracts and purchase orders. Can be summarized with the following language, all parties agree that they will abide by the provisions of 41 CFR (a) or 41 CFR (b), as appropriate. For complete language, please see: Ref: 41 CFR
15 Federal Civil Rights Agency 15
16 OFCCP - Chain of Command OFCCP Director Patricia Shiu Regional Directors 1. New York 4. Chicago 2. Philadelphia 5. Dallas 3. Atlanta 6. San Francisco 54 District Directors Assistant District Directors Compliance Officers 16
17 Requirements of an Affirmative Action Plan Copyright Biddle Consulting Group, Inc. 17
18 Requirements of an Affirmative Federal Contractors Reporting Requirements Affirmative Action Plan OFCCP EEO-1 Reports Action Plan Equal Employment Opportunity Commission (EEOC) Due September 30 th annually VETS-100 and/or VETS-100A Veterans Employment and Training Services Due September 30 th annually 18
19 Requirements of an Affirmative Action Plan What does an AAP include? AAP for Women and Minorities o Narrative 1 o Technical Reports 3 AAP for Veterans and Persons with Disabilities o Narrative 2 Ref: CFR CFR , CFR
20 Requirements of an Affirmative Action Plan AAP for Women and Minorities: Narrative for Women and Minorities Chapters 1-6 (explains the technical reports) [Optional] Designation of Responsibilities Who is responsible to implement the AAP President CEO HR Manager AA Officer Managers and Supervisors Identification of Problem Areas 20
21 Requirements of an Affirmative Narrative for Women and Minorities (Cont.) Action-Oriented Programs Programs or steps that the contractor had taken in the past, currently takes, and/or are willing to take in the future to remedy potential problem areas. Action Plan Document ALL good-faith-efforts Example: XXXX will continue to place an ad in the XXX for campus recruiting Internal Audit and Reporting Monitor all transactions to ensure the nondiscrimination policy is carried-out Require internal reporting on a regular basis as to the degree to which EEO objectives are attained Review reports with all levels of management Advise top management of program effectiveness 21
22 Requirements of an Affirmative Action Plan Technical Reports (AAP for Women and Minorities) Workforce Analysis or Organizational Profile (Ref: 41 CFR (c)) Job group Analysis (Ref: 41 CFR ) Availability Analysis (Ref: 41 CFR ) Incumbency vs. Availability (Ref: 41 CFR ) Placement Goals (Ref: 41 CFR ) Additional Requirements: Conducting Compensation Analysis Conducting Adverse Impact Analysis Data Needed: Employee and Personnel Transaction Data 22
23 Requirements of an Affirmative Action Plan AAP for Veterans and Persons with Disabilities: Narrative for Veterans and Persons with Disabilities Contractor s policies and procedures toward veterans and persons with disabilities Required Contents: Reaffirmation of EEO/AA Policy Internal and External Dissemination of the Policy Responsibility for Implementation Review of Personnel Processes Physical and Mental Qualifications Reasonable Accommodations to Physical and Mental Limitations Harassment Training 23
24 Requirements of an Affirmative Action Plan Three (3) Important Questions: 1) What Are the Dates that I Should Consider? 2)How Many AAPs Should I Develop? 3)Who Should Be Included in the AAP? 24
25 Requirements of an Affirmative Action Plan Question 1: What Are the Dates that I Should Remember? 25
26 Requirements of an Affirmative Action Plan AAP s require three important sets of dates 1) Plan Implementation Dates Effective for a 12 month Period Example: January 1, 2013 through December 31, ) Employee Snapshot Date A snapshot of current employees on a specific day Example: December 31, ) Transaction Dates 12 month period prior to the snapshot date Example: January 1, 2012 through December 31, 2012 Includes Hires, Promotions, and Termination Applicants all applicants associated with the hires during the transaction period 26
27 Requirements of an Affirmative Action Plan Question 2: How Many AAPs Should I Develop? 27
28 Requirements of an Affirmative Action Plan Types of Affirmative Action Plans 1) Establishment-based AAP By location 2) Functional-based AAP By department, division, or business unit Requires permission from the OFCCP 3) Roll-Up AAP Regional, state, company-wide, etc. 28
29 Requirements of an Affirmative Action Plan Establishment or Roll-Up AAPs 29
30 Requirements of an Affirmative Action Plan Establishment or Roll-Up AAPs 30
31 Requirements of an Affirmative Functional AAPs Action Plan Communications Sales Human Resources 31
32 Requirements of an Affirmative Action Plan Pros and Cons to Rolled-Up AAPs Pros Easier/Accepted Practice Cons Increased Audit Exposure Less Costly Increased Sample Size = Underutilization/Adverse Impact Less Work Greater chance that employees are not similarly situated skewed analysis results 32
33 Requirements of an Affirmative Action Plan Question 3: Who Is Included in the AAP? 33
34 Which employees are included? Each employee in the contractor s U.S. based workforce Who are employees? The term employee is broad enough to include part-time, temporary, and full-time employees Are they on your payroll as of snapshot date (one day in time)? How do we allocate employees to plans? Create a plan for each location with 50 or more employees If fewer than 50, roll-up with other locations Field employees roll into manager s location move up the chain Ref: 41 CFR (d) 34
35 Identify the Corporate Initiative Employees: Organizations are required to identify employees who work in one AAP location while being on the payroll at another AAP location and/or report to a manager at another AAP location. Employees who physically work at a given location will have to appear in the Workforce Analysis of that physical location (with annotation); but nowhere else in that AAP. The employees who report to another location are included in all AAP reports of that other location. 35
36 How to Define Corporate Initiative Employees Recommendations: Include employees in the AAP of their supervisor or Those who are in certain levels (e.g., Executives, pay grade, etc.) 36
37 Ref: 41 CFR (c) 37
38 Workforce Analysis Overview of the workforce by Department Shows a Line of Progression To determine whether barriers exist to equal employment opportunity within the organization Glass Ceiling Each Workforce Analysis must display the following: Name of the Unit Job titles must be listed by in order of wage rate or salary ranges For each job title, the total number of incumbents by gender and total number of males and females within each race group (+) (-) Corporate Initiative employees identified by footnotes Ref: 41 CFR (c) 38
39 Example of Workforce Analysis 39
40 Ref: 41 CFR (c) 40
41 Job Group Analysis All other reports from hereon will be based on job groups Identifying appropriate job groups is critical Job groups are aggregations of jobs that are similar in content, wage and opportunity SSEGs Similarly Situated Employee Groups Ref: 41 CFR
42 Developing Job Groups Keep it simple Organizations of 150 employees or fewer can use EEO-1 Categories Ref: 41 CFR
43 Developing Job Groups More than 150 Employees? How many employees in each EEO category? Enough employees to break down into sub categories? Develop the sub categories: Levels? (e.g., Entry Level, Mid Level, Senior Level) Specialty? (e.g., Administrative Professionals, Technical Professionals, Finance Professionals) Ref: 41 CFR
44 Developing Job Groups: EEO Category No. of Emps Executives 5 Professionals 120 Sales 15 Professionals No. of Emps Nurses 90 Accountants 5 Systems Engineers 20 Analysts 5 Job Groups No. of Emps 1A - Executives 5 2A Prof- Nurses 90 2B Prof IT Prof 20 2C Prof - Other 10 4A - Sales 15 Ref: 41 CFR
45 Example of Job Group Analysis Ref: 41 CFR
46 Ref: 41 CFR (c) 46
47 Availability Analysis - What is it? Helps us understand what your organization should look like: An estimate of the number of qualified minorities or women available for employment in a given job group. A combination of both internal and external comparison data (i.e. factors) used to identify what the composition of a job group is supposed to look like. To establish a benchmark against which the demographic composition of the contractors incumbent workforce can be compared. Ref: 41 CFR
48 Availability Analysis - What is it? Two Factors External Factor: Local and National Labor Areas Census Codes U.S. Census Bureau Internal Factor: Promotable and/or transferable into the target job group Ref: 41 CFR
49 Determining Availability: 1. Define the Factors for each Job Group. (Int. V Ext.) 2. Define the External Recruitment Areas 3. Determine the Factor Weights. 4. Define the Internal Recruitment Source(s) or feeders job groups 49
50 Availability Analysis - Identifying Factors 1) Define the Factor(s) for each Job Group Ask this question: If we are to fill vacancies into this job group, would it typically be filled externally (i.e. hires) or internally (i.e. promos/trans)? JOB GROUP TITLE INTERNAL FACTOR EXTERNAL FACTOR XYZ COMPANY 1A - Executives 1B Directors and Senior Managers 1C - Supervisors 2A - Administrative Professionals 2B - Technical Professionals 8A - Laborers Ref: CFR (c) (1) 50
51 Availability Analysis - Identifying Factors 2) Define the external recruitment area(s) A recruitment area is defined as the geographical area from which the contractor usually seeks or reasonably could seek workers to fill the positions in question. 1 Local Labor Area (Recruitment Area 1) Counties Close to the location Zip Code Analysis Asking Knowledgeable Staff Reasonable Area (Recruitment Area 2) Wider area(s) MSA/PMSA State/Region National Ref: CFR (c) (1) 51
52 BCG Local Labor Area Reasonable Labor Area Wider Area/National 52
53 2) Define the external recruitment area(s) JOB GROUP TITLE EXTERNAL FACTOR XYZ COMPANY 1A - Executives Recruitment Area 1 (Local) Recruitment Area 2 (Reasonable) 1B - Directors and Senior Managers 1C - Managers 2A - Administrative Professionals 2B - Technical Professionals 8A - Laborers 53
54 Availability Analysis - Identifying Factors issuing the Weights 3) Determine the Factor Weights. The weights given to the internal and external availability data for each job group. Assigning the factor weights requires the user to ask the following question: Out of 100 hypothetical movements into this job group, what number do I expect to come from a recruitment area (i.e. area 1 and area 2), or an internal pool? Ref: CFR (c) (1) 54
55 Example of Factor Weights 55
56 Availability Analysis - Internal Weights 4) Define the internal recruitment source(s) or feeders job groups A feeder job group is composed of employees who are promotable/transferable/trainable within the organization. Ref: CFR (c) (1) 56
57 Example of Availability Analysis 57
58 Additional Availability Sources of available labor pool data, other than the Census occupation data or Feeders Example: National Opinion Research Center (NORC) Doctorate Degree 58
59 Ref: 41 CFR (c) 59
60 Comparison of Incumbency to Availability Compares the percentage of minorities and women in each job group with the availability for those job groups Refers back to the Job Group Analysis and the Availability Analysis. Ref: 41 CFR
61 Utilization Tests 61
62 Example of Comparison of Incumbency to Availability and Placement Goals Report Utilization Test: Whole Person Shortfall calculation for Female: Total Employees (16) x Availability (51.8%) = 8.29 #of female as of the snapshot (7)= 1.29 Shortfall within Whole Person = 1.29 or 1 62
63 Placement Goals Placement Goals defined Serve as objectives or targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire AAP work. Refers back to the Comparison of Incumbency to Availability Report If underutilization was flagged, (based on utilization test) this report will identify the strength or severity of the underutilization the Placement Goal. Placement goals refer to RECRUITMENT. They are NOT Hiring Quotas. Ref: 41 CFR
64 Availability Recap 64
65 Ref: 41 CFR (c) 65
66 Personnel Transactions Four types of activity Applicant Flow Hires Terminations Promotions Analyzed to determine if there are selection disparities Via adverse impact analyses Ref: 41 CFR (b) (2) 66
67 Example of Personnel Transaction Report Job Group: 1B Directors and Senior Managers 67
68 Ref: 41 CFR (c) 68
69 Adverse Impact Adverse Impact is when a facially neutral selection device or process yields a substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a race, sex or ethnic group 69
70 Adverse Impact - Guidelines Method A Selection Rate Comparison Asking the question: Is the selection rate of females/minorities statistically significant when compared to the selection rate of males/non-minorities?* Group Total Pass (Rate) Failed Male (50.0%) 10 (50.0%) Female 15 5 (33.3%) 10 (66.7%) A.I Compares passing rate Starting Pool: Applicants, Promotable or Avail. For Termination * Every Group is Protected 70
71 Guidelines Method Need a starting number and a completing number to compare statistically Example: Applicants to Hires comparison Statistical Tests: Chi-Square (estimated) Requires strong sample sizes (>30) This is the preference for the OFCCP Fisher s Exact More sensitive - appropriate for smaller sample sizes Industry standard adverse impact test 71
72 Example of Adverse Impact Analysis (Guidelines Method) 72 72
73 Adverse Impact - Hazelwood Method Also known as a Barriers Analysis Rarely used but a useful tool to have Used by the OFCCP when suspicion of a tainted applicant pool Used by the OFCCP when there is no available applicant pool A One Tailed statistical analysis Used when you have a number to compare to availability (e.g., counts of employees, counts of hires, etc.) Example: Hires vs. Final Availability Hazelwood School District v. United States 73
74 Adverse Impact - Hazelwood Method Availability Comparison Has an end pool but no starting pool Is the representation of women/minorities statistically significantly different than their availabilities? Females Representation 50.0% Availability 82.5% Is the representation statistically significant when compared to Availability? 74
75 Example of Adverse Impact Analysis (Hazelwood Method) 2A - Professionals 75
76 Ref: 41 CFR (c) 76
77 Compensation System(s) AAP must include compensation data to determine whether there are gender, race, or ethnicity pay disparities Item 11 Data (Audit Letter) A listing of the sum of annual salaries for men and women as well as non-minorities and minorities grouped in the manner of your compensation system Submit the data in groupings that best explain your compensation system Ref: 41 CFR (b) (3) 77
78 Example of Compensation Data (Item 11) Report 78
79 The Big Picture Each required report builds a chapter in the story of your organization s AAP. There are no stand-alone reports; each report feeds from the previous report. You are left with a view of what you should look like, what you do look like, and how you got there. 79
80 Copyright Biddle Consulting Group, Inc. 80 OFCCP and Regulation Updates
81 OFFCP Update Whitehouse/Department of Labor/OFCCP/Congress A Background OFCCP Audit Strategy/Philosophy: Rescinded Active Case Management (too restrictive) Initiated Active Case Enforcement much broader, more aggressive/intrusive Broadened investigations to include any gender/race (incl. men/whites) ACS Tabulation Census Bureau released five years worth of census information. 81
82 OFFCP Update Changes coming down the pipeline within OFCCP Compensation: Compensation Data Collection Tool/Revised Itemized Listing Directive February 28, 2013 o Anything goes o Analyses of employment opportunity AAP for Veterans and/or Persons with Disabilities Contractor may be required to create Technical reports for Veterans and/or Person with Disabilities o o Hiring goals Census Bureau released census information for Persons with Disabilities 82
83 OFFCP Update Changes coming down the pipeline within OFCCP Criminal Background Check Directive 308 Is job-related and consistent with business necessity Tailored, formal, consistently applied individualized assessment Periodically conduct adverse impact analyses Train staff, interpret the criminal history information 83
84 Summary Copyright Biddle Consulting Group, Inc. 84
85 Job Posting Tips At minimum, be sure to post all jobs at your state or local agencies All job openings must be posted. The only exceptions are: Executive and top management positions Positions that will strictly be filled from within the contractor's organization Positions lasting three days or less To be proactive, post at specific agencies aimed towards women, minorities, veterans, and people with disabilities 85
86 Q & A 86
Affirmative Action Plan Methodology: An Overview
Affirmative Action Plan Methodology: An Overview November 13, 2013 Mackenzie Martin Phil Akroyd Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR Assessments
More informationTechnical Assistance Guide for Federal Supply and Service Contractors
U.S. Department of Labor Office of Federal Contract Compliance Programs Technical Assistance Guide for Federal Supply and Service Contractors August 2009 U.S. Department of Labor Employment Standards Administration
More informationGUIDE to the BASIC EEO Requirements Under Executive Order 11246 for SMALL BUSINESSES WITH FEDERAL CONTRACTS
TABLE OF CONTENTS INTRODUCTION I. BASIC EEO REQUIREMENTS UNDER EXECUTIVE ORDER 11246 WHAT IS OFCCP? HOW DO I KNOW IF I AM A FEDERAL CONTRACTOR OR SUBCONTRACTOR SUBJECT TO EXECUTIVE ORDER 11246? WHAT ARE
More informationGuide to the Basic EEO Requirements under Executive Order 11246 for Small Businesses with Federal Contracts
under Executive Order 11246 for INTRODUCTION TABLE OF CONTENTS I. BASIC EEO REQUIREMENTS UNDER EXECUTIVE ORDER 11246 WHAT IS OFCCP? HOW DO I KNOW IF I AM A FEDERAL CONTRACTOR OR SUBCONTRACTOR SUBJECT TO
More informationAdverse Impact Analyses Done Right: Straight Talk for Practitioners Patrick M. Nooren Ph.D. June 30. SHRM 61st Annual Conference & Exposition
Adverse Impact Analyses Done Right: Straight Talk for Practitioners Patrick M. Nooren Ph.D. June 30 SHRM 61st Annual Conference & Exposition 1 Contact Information Patrick M. Nooren, Ph.D. Biddle Consulting
More informationAdverse Impact Analysis
Adverse Impact Analysis BCGi: Adverse Impact & Test Validation Book Series Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR Assessments EEO Litigation
More informationAFFIRMATIVE ACTION PLAN
AFFIRMATIVE ACTION PLAN FOR MINORITIES & WOMEN University of Virginia Academic January 1, 2014 through December 31, 2014 Darlene Scott Scurry Director, Office of Equal Opportunity Programs & Title IX Coordinator
More informationFORM OF RETENTION. PERIOD OF RETENTION a. Six months from date record made or personnel action taken, whichever is later.
Federal EEO Record-Keeping Requirements Federal enforcement agencies must be able to review employment records in order to determine whether an employer has discriminated in employment on the basis of
More informationApplication of EEO Record-Keeping and Affirmative Action Requirements to Temporary Employees
June 17, 2013 By Stephen C. Dwyer General Counsel 703-253-2037 sdwyer@americanstaffing.net Valerie J. Hoffman Partner, Seyfarth Shaw LLP 312-460-5870 vhoffman@seyfarth.com Application of EEO Affirmative
More informationAFFIRMATIVE ACTION PLANS: YOUR COMMON QUESTIONS ANSWERED DATA RIGHTS ASSERTIONS GIVE CLARITY WITHOUT ONE, YOU HAVE NO CLUE
DATA RIGHTS ASSERTIONS GIVE CLARITY WITHOUT ONE, YOU HAVE NO CLUE AFFIRMATIVE ACTION PLANS: YOUR COMMON QUESTIONS ANSWERED January 2015 $12.00 Voice of the Professional Contract Management Community www.ncmahq.org
More informationEQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
Prepared by the Vice President for Administration. This is a new Administrative Procedure. EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION A9.895 EEO/AA GLOSSARY 1. Purpose February 1983 To provide a glossary
More informationXXI. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION
XXI. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION A. POLICY AURA is committed to the full development of the human resources that support our mission. We strive to create and maintain a work environment
More informationFEDERAL LAW AND EMPLOYMENT POLICIES. UWGB Office of Human Resources
FEDERAL LAW AND EMPLOYMENT POLICIES UWGB Office of Human Resources Presentation Topics Affirmative Action Equal Employment Opportunity Americans with Disabilities Act Sexual Harassment Diversity Affirmative
More informationRoane State Community College. Affirmative Action Plan For Protected Veterans
Roane State Community College Affirmative Action Plan For Protected Veterans 2015 1 TABLE OF CONTENTS SECTION PAGE Definitions 3 A. Policy Statement 4 B. Review of Personnel Processes 6 C. Review of Physical
More informationApplicant Tracking & Disposition: What Recruiters Need To Know About Their Decisions
Applicant Tracking & Disposition: What Recruiters Need To Know About Their Decisions A presentation of the BCG Institute for Workforce Development (BCGi) March 14, 2013 The following presentation is not
More informationManaging the Applicant Pool
Managing the Applicant Pool A presentation of the BCG Institute for Workforce Development (BCGi) June 9, 2010 The following presentation is not to be construed as legal advice. For specific legal advice
More informationLane Community College Narrative Text Affirmative Action Plan 2010-2011
Transforming Lives through Learning Lane Community College Narrative Text Affirmative Action Plan 2010-2011 Policy Statement Lane Community College is committed to providing a working and learning environment
More informationFederal EEO Record-Keeping Requirements
Federal EEO Record-Keeping Requirements Record-keeping requirements are imposed on employers under several federal laws. The following table summarizes the requirements of Title VII, Executive Order 11246,
More informationTHE LAW. Equal Employment Opportunity is
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
More informationTABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3
TABLE OF CONTENTS A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 B. Review of Personnel Processes 41 C.F.R. 60-741.44(b);-250.6(b). 4 C. Physical and Mental Qualifications 41 C.F.R.
More informationAFFIRMATIVE ACTION PLAN
AFFIRMATIVE ACTION PLAN FOR VETERANS AND INDIVIDUALS WITH DISABILITIES University of Virginia College at Wise January 1, 2014 through December 31, 2014 Darlene Scott Scurry Director, Office of Equal Opportunity
More informationTechnical Assistance Guide for Federal Construction Contractors
Employment Standards Administration Office of Federal Contract Compliance Programs Technical Assistance Guide for Federal Construction Contractors May 2009 U.S. Department of Labor Employment Standards
More informationNational Equal Pay Enforcement Task Force
National Equal Pay Enforcement Task Force Background In 1963, when women were paid 59 cents for every dollar paid to men, President Kennedy signed the Equal Pay Act, making it illegal for employers to
More informationPrivate Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
More informationCITY OF DAYTON HUMAN RELATIONS COUNCIL AFFIRMATIVE ACTION ASSURANCE (AAA) FORM
CITY OF DAYTON HUMAN RELATIONS COUNCIL AFFIRMATIVE ACTION ASSURANCE (AAA) FORM The City of Dayton requires an Affirmative Action Assurance form approved by the Human Relations Council for all entities
More informationVolume 8, No. 1 Douglas B. Brown, LLC February 2008
Volume 8, No. 1 February 2008 13715 Clover Lake Dr., Ste. 100 Chardon, OH 44024 (440) 564-7987 Phn. (440) 564-7989 Fax dbb@dbbrown.com CRITICAL REMINDERS FOR ALL FEDERAL CONTRACTORS AND SUBCONTRACTORS
More informationAffirmative Action: What You Need to Know for Recruiting & Applicant Tracking
Affirmative Action: What You Need to Know for Recruiting & Applicant Tracking The Situation CAI is a local organization located in Raleigh, NC. Recent growth mode requiring website design & development
More informationSAMPLE AFFIRMATIVE ACTION PROGRAM (AAP)
SAMPLE AFFIRMATIVE ACTION PROGRAM (AAP) The following sample AAP is for illustrative purposes only and does not represent the only styles and formats that meet regulatory requirements. While this sample
More informationInstructions: 1 P age
STATE OF TENNESSEE DEPARTMENT OF LABOR AND WORKFORCE DEVELOPMENT DIVISION OF WORKFORCE DEVELOPMENT 220 French Landing Drive Nashville, TN 37243-1002 (615) 741-1031 The Final Rule clarifies what contractors
More informationUnderstanding Employment Laws for Federal Contractors
Understanding Employment Laws for Federal Contractors Meet the higher standards of working for the federal government Disclaimer: This Module Is Not Intended To Give Advice Regarding Business, Federal,
More informationOFCCP s New Scheduling Letter: Anticipating the New Desk Audit Submission
OFCCP s New Scheduling Letter: Anticipating the New Desk Audit Submission presented by Joshua S. Roffman Shareholder Northern Virginia Office JRoffman@littler.com David J. Goldstein Shareholder Minneapolis
More informationEqual Employment Opportunity is THE LAW
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
More informationSelect EEO Legislation and Regulations
**Advance Copy with background information. **As Delivered will focus on case studies and analytical analyses. Total Rewards and Regulatory Compliance: Getting Ahead of the Tide Chris Gokturk, Employment
More informationTIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ
TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ ERA OF ACTIVE ENFORCEMENT Over the last several years, government agencies that regulate the workplace have been in a mode of aggressive
More informationCONTRACT COMPLIANCE REVIEW CHECKLIST Nevada Department of Transportation, Contract Compliance Division
CONTRACT COMPLIANCE REVIEW CHECKLIST Nevada Department of Transportation, Contract Compliance Division Contractor: Complete this checklist. Attach all required documentation and send to the NDOT Contract
More informationHuman Resources 102. Human Resources Series. Agenda. Module 2: Workforce Planning & Employment
Human Resources 102 Module 2: Workforce Planning & Employment Human Resources Training Series HR Development & Training Human Resources Series 1. HR s Strategic Role 2. Workforce Planning & Employment
More informationRESOLUTION TO ADOPT AFFIRMATIVE ACTION PLAN RESOLUTION NO. R-2007-38
RESOLUTION TO ADOPT AFFIRMATIVE ACTION PLAN RESOLUTION NO. R-2007-38 WHEREAS, The City of Freeport is committed to providing equal opportunity in all terms, conditions, or privileges of employment; and
More informationHow To Understand The Benefits Of An Applicant Tracking System
Introduction to Applicant Tracking Systems Copyright 2009, Biddle Consulting Group Institute All Rights Reserved Copyright 2009 - BCG Institute 1 Visit BCGi Online While you are waiting for the webinar
More informationAPPLICATION FOR EMPLOYMENT
Main Branch Golden Heart Branch Chena Pump Branch Van Horn Branch Tok Junction 119 N. Cushman St. 1989 Airport Way 470 Chena Pump Road 975 Van Horn Road Mile 1314 AK HWY Fairbanks, AK 99701 Fairbanks,
More informationU.S. DEPARTMENT OF LABOR Office of Federal Contract Compliance Programs
OMB NO.: 1250-0006 Expires: 12/3112015 Notice: The expiration date is extended through 01/31/2016. DIRECTIVE U.S. DEPARTMENT OF LABOR Office of Federal Contract Compliance Programs Number: 305 Date: December
More informationSTATE OF DELAWARE Office of Management and Budget, Human Resource Management
STATE OF DELAWARE Office of Management and Budget, Human Resource Management Guidelines on Equal Employment Opportunity (EEO) and Affirmative Action (AA) Introduction These guidelines are written to help
More informationFair Employment Practices
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
More informationThe ABCs of Using Affirmative Action Software Programs
The ABCs of Using Affirmative Action Software Programs George A. Sartor III, Maly Consulting, LLC 415-883-7058 in California 301-253-3183 in Maryland www.malyconsulting.com Compliance Simplified April
More informationCompensation Analysis 101 3 of 3 Advanced Data Modeling
Compensation Analysis 101 3 of 3 Advanced Data Modeling Presenters: Daniel Kuang, Ph.D. John Piatt Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR
More informationLABOR LAWS AND EEO CONSIDERATIONS IN FEDERAL CONTRACTS
LABOR LAWS AND EEO CONSIDERATIONS IN FEDERAL CONTRACTS NCMBC FEDCON SUMMIT Wilmington, NC October 28-29, 2015 Rolly Chambers Smith, Currie & Hancock LLP Charlotte, NC RLChambers@smithcurrie.com 704-334-3459
More informationFEDERAL RECORDKEEPING RECORD RETENTION WHAT RECORDS - FOR HOW LONG
FEDERAL RECORDKEEPING RECORD RETENTION WHAT RECORDS - FOR HOW LONG Federal recordkeeping requirements are extensive. The following table explains in digest form some of the most important requirements
More informationCompensation Analysis 101 1 of 3
Compensation Analysis 101 1 of 3 Presenters: Daniel Kuang, Ph.D. John Piatt Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR Assessments EEO Litigation
More informationEQUAL OPPORTUNITY STATEMENT
EQUAL OPPORTUNITY STATEMENT In accordance with federal and state laws listed here and referenced below (Age Discrimination Act of 1975; Age Discrimination in Employment Act of 1967; Civil Rights Act of
More informationPolicy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I.
Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. PURPOSE The purpose of this policy statement is to assert Louisiana State University
More informationMoving Toward Compliance Series: Job Listings and Contracts
Moving Toward Compliance Series: Job Listings and Contracts Webinar Presenters Ebony Ross, Equal Opportunity Specialist, OFCCP Lynn White, Program Analyst, OFCCP Naomi Levin, Branch Chief of Policy, OFCCP
More informationHuman Resources: Recruitment/Selection
Accountability Modules MANAGEMENT OBJECTIVE Return to Table of Contents BACKGROUND DEFINITIONS Human Resources: Recruitment/Selection Ensure that recruitment and selection processes effectively match applicant
More informationAFFIRMATIVE ACTION PROGRAM
CAL POLY POMONA FOUNDATION, INC. AFFIRMATIVE ACTION PROGRAM AFFIRMATIVE ACTION PLAN AN EQUAL OPPORTUNITY EMPLOYER Last Revision February 2012 INTRODUCTION As an equal opportunity, affirmative action employer,
More informationEQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT
EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT APPROVED BY KERN COUNTY BOARD OF SUPERVISORS April 14, 2015 RESOLUTION WHEREAS: (a) Equal opportunity for all
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees
More informationTHE LAW. Equal Employment Opportunity is
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
More informationWelcome to Planning Affirmative Actions for Federal Contract Compliance and Preview of Gerstco s New AAP CalendarBase Online Software Tool
Welcome to Planning Affirmative Actions for Federal Contract Compliance and Preview of Gerstco s New AAP CalendarBase Online Software Tool This Webinar will start promptly at 11 a.m. Pacific Standard Time.
More informationEQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION EEO/AA POLICY AND PLAN
EEO/AA POLICY & PLAN PAGE 1 OF 6 hereafter referred to as the Company or this Company has adopted this policy and plan Date: By: EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION EEO/AA POLICY AND PLAN
More informationSTATE OF CONNECTICUT JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN. 2015-2016 (Period Ending 12/31/2016)
STATE OF CONNECTICUT JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN 2015-2016 (Period Ending 12/31/2016) STATE OF CONNECTICUT ~ JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN EFFECTIVE JANUARY 1,
More informationEEO Legal & Policy Environment
EEO Legal & Policy Environment 1 The University of North Carolina EEO Conference T h o m a s C. S h a n a h a n, A s s o c i a t e V i c e P r e s i d e n t f o r L e g a l A f f a i r s O f f i c e o
More informationTulane University. Guidelines and Requirements for Recruitment and Selection of Executive, Administrative, and Professional Staff
Tulane University Guidelines and Requirements for Recruitment and Selection of Executive, Administrative, and Professional Staff Office of Institutional Equity Document Last Revised: 08.10.2007 Executive,
More informationHIRING AND SELECTION Enforcement Priorities and Litigation Trends
HIRING AND SELECTION Enforcement Priorities and Litigation Trends (717) 237-5209 along@mwn.com ENFORCEMENT PRIORITIES AND LITIGATION TRENDS IN HIRING Recruitment, selection, and hiring decisions Claims
More informationApplication must be filled out for interview consideration, resumes may be attached.
Please fill out the attached Halverson Application for employment. Halverson is taking applications to hire: Apprentice Plumbers Laborers Certified Pipe Welders with 6 G certification Taking applications
More informationLocally Operated Transit Systems (LOTS) Manual Training EEO - Title VII REQUIREMENTS
Locally Operated Transit Systems (LOTS) Manual Training EEO - Title VII REQUIREMENTS Equal Employment Opportunity (EEO) Carolyn R. Brown MTA Office of Fair Practices March 26, 2012 1 Equal Employment Opportunity
More informationNavigating Contractor Compliance. Kathy Terrio Contractor Compliance Specialist 406.444.9270 kterrio@mt.gov
Navigating Contractor Compliance Kathy Terrio Contractor Compliance Specialist 406.444.9270 kterrio@mt.gov Contractor Compliance Ensures that contractors and subcontractors performing work on Federally
More informationEQUAL EMPLOYMENT OPPORTUNITY POLICY. Tar River Transit. Rocky Mount, North Carolina
EQUAL EMPLOYMENT OPPORTUNITY POLICY of Tar River Transit Rocky Mount, North Carolina Revised April, 2015 TABLE OF CONTENTS PAGE I. STATEMENT OF POLICY 3 II. DISSEMINATION OF EQUAL EMPLOYMENT OPPORTUNITY
More informationWhen Good Faith Efforts Are Not Enough: Outreach and Positive Recruitment
When Good Faith Efforts Are Not Enough: Outreach and Positive Recruitment Candee J. Chambers, SPHR, SHRM-SCP, Sr. CAAP VP Compliance & Partnerships DirectEmployers Association (317) 874-9052 Candee@directemployers.org
More informationLegal Issues Overview
Legal Issues Overview When in the least bit of doubt, consult with an attorney who specializes in employment law! You and your organization can be sued for your actions as an HR manager! Protected Class:
More informationExternal Equal Opportunity (EO) Contract Compliance Requirements for Contractors
External Equal Opportunity (EO) Contract Compliance Requirements for Contractors 2015 Tammie Y. Greene External EO and OJT Program Coordinator Office of Business Development & Special Programs South Carolina
More informationChapter 15 Personnel Management
Chapter 15 Personnel Management In the corporate sector, it s called human resources. And it makes sense, since your personnel are perhaps your most important resource. You can have the best operating
More informationBIDDLE CONSULTING GROUP, INC. 193 Blue Ravine Rd, Ste 270, Folsom, CA 95630 Office: (916) 294-4250 x 111 Fax: (916) 294-4255 Web: www.biddle.
BIDDLE CONSULTING GROUP, INC. 193 Blue Ravine Rd, Ste 270, Folsom, CA 95630 Office: (916) 294-4250 x 111 Fax: (916) 294-4255 Web: www.biddle.com PATRICK M. NOOREN, PH.D. EXECUTIVE VICE PRESIDENT, BIDDLE
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees
More informationApplicants must submit a new application for consideration for a new position. PLEASE PRINT. Name: Last First Middle. Address: Street City State Zip
APPLICATION FOR EMPLOYMENT Applicants may request reasonable accommodation in the application/ interview process. Application date: / / Applicants must submit a new application for consideration for a
More informationADMINISTRATIVE INSTRUCTION
Director of Administration and Management ADMINISTRATIVE INSTRUCTION SUBJECT: Equal Employment Opportunity (EEO) and Diversity Programs References: See Enclosure 1 NUMBER 31 August 19, 2013 EEOD, WHS 1.
More informationDemystifying OFCCP Compliance for Federal Contractors
Demystifying OFCCP Compliance for Federal Contractors A WHITEPAPER BY RATHIN SINHA, PRESIDENT, AND ALAN KLAPMAN, DIRECTOR OF CUSTOMER DEVELOPMENT EXECUTIVE SUMMARY This whitepaper provides an easy-to-understand
More informationHuman Resource Management Gary Dessler. T-110.5690 Yritysturvallisuuden seminaari Rauli Ikonen
Human Resource Management Gary Dessler T-110.5690 Yritysturvallisuuden seminaari Rauli Ikonen The Book in General 500 pages (+ 50) this presentation is about the first half The main focus is on companies
More informationCompensation Analyses in a Down Economy: Three (3) Reasons Why They re Necessary Right Now
Compensation Analyses in a Down Economy: Three (3) Reasons Why They re Necessary Right Now Patrick M. Nooren, Ph.D. Executive Vice President, Biddle Consulting Group, Inc 800.999.0438 x 111 patrick@biddle.com
More informationEmployment Law Disclosures
Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment
More informationGAO EQUAL EMPLOYMENT OPPORTUNITY. The Policy Framework in the Federal Workplace and the Roles of EEOC and OPM
GAO United States Government Accountability Office Report to the Ranking Minority Member, Committee on Homeland Security and Governmental Affairs, U.S. Senate April 2005 EQUAL EMPLOYMENT OPPORTUNITY The
More informationPages 1 of 8 Employment Application - Tennessee
Page 1 of 8 Employment Application Tennessee College of Applied Technology Position Applying For: Personal Information: First Name: Middle Name: Last Name: Maiden Name (If applicable): Address: City: State
More informationIowa State University University Human Resources Classification and Compensation Unit 3810 Beardshear Hall uhrcc@iastate.edu
Iowa State University University Human Resources Classification and Compensation Unit 3810 Beardshear Hall uhrcc@iastate.edu Table of Contents INTRODUCTION... - 3 - SECTION I - EXTERNAL COMPETITIVENESS...
More informationPolicies and Procedures Manual
University of Cincinnati Division of Administration and Finance Policies and Procedures Manual Broadband Program For Project Management Architects Planners Engineers Project Managers Directors Contents
More informationAddress: Street. If you are under 18 years of age, do you have a work permit? Yes If you have ever worked under another name, please identify:
APPLICATION FOR EMPLOYMENT Miles farmers market 28560 Miles Road, Solon, OH 44139 ph 440.248.5222 toll free 800.646.4537 fx 440.248.7518 www.milesfarmersmarket.com Thank you for your interest in applying
More informationMARQUETTE UNIVERSITY April 2013 I. AFFIRMATIVE ACTION PROGRAM FOR MINORITIES AND WOMEN
MARQUETTE UNIVERSITY April 2013 I. AFFIRMATIVE ACTION PROGRAM FOR MINORITIES AND WOMEN Marquette University affirms its long standing commitment to the principle of equal employment opportunity regardless
More informationDelaware Department of Transportation. Contractor Compliance Manual
Delaware Department of Transportation Contractor Compliance Manual Table of Contents TABLE OF CONTENTS CHAPTER 1 GENERAL INFORMATION I. OVERVIEW A. Background B. Goals C. Authority D. FHWA Responsibilities
More informationEqual Employment Opportunity (EEO) Laws and Texas Tech Policies prohibiting employment discrimination, including sexual harassment.
TABLE OF CONTENTS Page EEO Laws and TTU Policies 3 Equal Employment Opportunity (EEO) Laws and Texas Tech Policies prohibiting employment discrimination, including sexual harassment. Training for Texas
More informationEMPLOYMENT APPLICATION
EMPLOYMENT APPLICATION The Farmers Bank 9 East Clinton St. Frankfort, IN 46041 (765)-654-8731 We consider applicants for all positions without regard to race, color, religion, creed, gender, national origin,
More informationLast Name First M.I. Date. Street Address Apartment/Unit # License Number: License Expiration Date:
Employment Application Please note: The information you enter on this form cannot be saved. After completing this form, print and provide an original signature before submitting it as application for a
More informationEQUAL EMPLOYMENT OPPORTUNITY POLICY
Section 1, Page 1 Contents: Policy Coverage Veterans Office of State Human Resources Responsibilities Agency, Department and University Responsibilities Complaint Process Definitions Policy The State of
More informationNON-DISCRIMINATION POLICY
Fallbrook Public Utility District Personnel Regulations FALLBROOK PUBLIC UTILITY DISTRICT NON-DISCRIMINATION POLICY Board Approved Effective Date 2/95 Board Approved Revision Date 1/98 11/99 7/01 10/04
More informationFEDERAL CONTRACTOR VETERANS EMPLOYMENT REPORT VETS-4212
FEDERAL CONTRACTOR VETERANS EMPLOYMENT REPORT VETS-4212 OMB NO: 1293-0005 Expires: 11/30/2017 Persons are not required to respond to this collection of information unless it displays a valid OMB number.
More informationSelection and Hiring Manual
Selection and Hiring Manual Lassen Community College Accepted by Academic Senate May 22, 2012 Accepted by Consultation Council May 30, 2012 Accepted by the Governing Board July 10, 2012 1 Lassen Community
More informationHuman Resources Training
Pierce County s training program is comparable to that in other local jurisdictions. Direct cost comparisons are difficult without more detailed discussions with providers, but it appears that outsourcing
More informationU.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EEOC S LAWS and UNLAWFUL DISCRIMINATION Presented by Eddie Mary Daniel Abdulhaqq Program Analyst/Small Business Liaison U.S. EQUAL EMPLOYMENT OPPORTUNITY
More informationRevised 18 January 2013. The University of Texas at Austin University Compliance Services
The University of Texas at Austin University Hello and welcome. This portion of the Compliance Program will introduce you to the topic of Employment Discrimination, and the University's policies and procedures
More informationLEGAL. Laws Affecting Equal Employment Opportunity. Certificate in Diversity Management
LEGAL Laws Affecting Equal Employment Opportunity 1 Legal Considerations Copyright 2012 Pearson Education, Inc. publishing as Prentice Hall Federal, state, and local legislation Court decisions Presidential
More informationPay Equity Christopher Rootham, Nelligan O Brien Payne LLP
Pay Equity Christopher Rootham, Nelligan O Brien Payne LLP Introduction This paper is designed to provide a brief introduction and overview of the Ontario Pay Equity Act. It is important for both employers
More informationNotification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training
INSTALLATION MANAGEMENT COMMAND Updated Dec 09 Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training Our Mission: Our mission is to provide the Army the installation
More informationMifflinburg Bank and Trust Company Application for Employment
Mifflinburg Bank and Trust Company Application for Employment Date Equal access to programs, services and employment is available to all persons. Those applicants requiring reasonable accommodation to
More informationBRIGHAM AND WOMEN S HOSPITAL
BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: RECRUITING AND HIRING POLICY POLICY #: HR-104 EFFECTIVE DATE: January 1, 2008 Revised March 1, 2010 POLICY The purpose of this
More informationUniversity of Cincinnati. Business/Fiscal Pay Program Policies and Procedures Manual
University of Cincinnati Business/Fiscal Pay Program Policies and Procedures Manual Contents CONTENTS... 1 OVERVIEW... 2 BUSINESS/FISCAL SKILL LEVEL OVERVIEW... 2 WHAT ARE SKILL LEVELS?... 2 SKILL LEVEL
More information