Date/Time:
This audio conference was recorded on Monday - January 26, 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:
In today’s challenging economy, doing business with Uncle Sam is more important than ever to many employers. Over time, the federal government may become one of your largest (and most dependable) customers.
Along the way, however, you must comply with a confusing array of regulations for federal contractors – starting with the affirmative action obligations that come with those contracts. The first step that trips up many contractors is developing and monitoring affirmative action plans (AAPs) that show Uncle Sam that you’re growing and managing an appropriately diverse workforce. From collecting the necessary statistics on your employees to preparing organizational profiles, AAPs require a lot of work – and, if you make a mistake, you could face embarrassing audits, expensive fines, and even the loss of your federal 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 designing and monitoring effective, compliant AAPs. They’ll explain the basic components of AAPs and show you how to collect the data you need and avoid common mistakes contractors sometimes make in drafting their plans. Plus, you’ll have the chance to ask your specific questions (via e-mail, or on the phone) for a quick response.
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:
- Whether you’re required to have a written AAP in the first place
- The basic components of an effective, compliant AAP in the 2009 regulatory environment
- When you must have the AAP ready (and whether you need separate AAPs for each location in your organization)
- The primary federal rules - from Executive Order 11246 to the Vietnam Era Veterans Readjustment Assistance Act - that will affect your AAP
- How to select the most advantageous plan year for your AAP
- Why you must conduct an affirmative action self audit before you draft your AAP
- The different statistics you must collect for your AAP, from the two-factor analysis to job group analyses
- How to prepare an organizational profile (including a workforce analysis) as part of the AAP
- Special issues to consider in your AAP regarding women, minorities, veterans, and individuals with disabilities
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.
