This presentation covers the basics of affirmative action for employers including:
- Laws & Regulations
- Who is covered?
- Who enforces?
- When are plans needed?
- What is required?
Welcome everyone - Thank you for joining us todayPresenters – Kaleigh Ferraro, Affirmative Action Compliance ConsultantMadison Gray, Affirmative Action AnalystHigh-level overview of AAP, welcome any questions during the webinar, feel free to contact myself of Kaleigh after webinar for any company specific questions you may have
*signed by President Johnson in 1965
*examples for reasonable accommodations: flex schedules, supplying employees with devices such as screen reading software or large print keyboard labels*Tax incentives are available to help employers implement workplace accommodations.*JAN – Job Accommodation Network: offers free guidance on workplace accommodations and disability employment issues. – suggest visiting their website for questions
Example of a prime contactor could be any company that holds a contract with the department of defense supplying ships, vehicles or electronic systemsExample of a subcontractor could be any company that supplies pieces to help build the ships, vehicles or electronic systems that are used by the dept. of defense
*which means banks must abide by the laws governing affirmative action
*OFCCP lead by Director PatriciaShiu
*3 time periods to take in to consideration:1- Current plan year: Jan. 1, 2011 through Dec. 31, 2011 – this is the time period your current AAP covers2- Prior 12 months: Jan. 1, 2010 through Dec. 31, 2010 – this time period looks at your employment transactions and activities (hires, terminations and promotions)3- Snapshot of your current workforce at specific point/day in time – All employees on your payroll as of Dec. 31, 2010.I have discussed the laws that govern affirmative action as well as who enforces them and who must abide by them. At this time I will turn the presentation over to Kaleigh to discuss the requirements of the actual AAP.
*All employees must be included: 3 Options for locations with fewer than 50 (Separate AAP, Roll employees into AAP in which supports the location from an HR function, Roll employees into AAP in which the location reports to)
*Narrative (Communication tool – what the company does) - EEO Policy Statement (updated annually, signed & posted where emps & applicants can see, hours available for vets/disabled AAP, invitation for vets to self identify) - Designation of Responsibility for Implementation (EEO coordinator – responsible for implemt & monitoring – dev policy, identify prob areas, design internal audit & rptg, keep mgt informed, audit bulletin boards, liaison bt company and enforcement agencies, Mgrs – responsible to support EEO coordinator, ensure qualified indiv are treated in non-discrim manner, CEO – ultimate responsibility for AAP - Identification of Problem Areas (Goals – statistical and non-statistical) - Action Oriented Programs (Corrective actions for goals: review job descriptions, evaluation selection process, positive outreach, etc.) - Internal Audit & Reporting System (review personnel activities, compensation review, goal attainment, etc)
*Snapshot is one day prior to plan date*These particular analysis cover the upcoming yearStatistical Reports: - WFA: Group by Dept, listing JTs, to identify under-representation/concentrations in JTs (notation for include/exclude employees) - JGA: groups with similar content, wages & opportunity (start at EEO category) - Availability Analysis: calculated to determine who is available for contractor to recruit – external (skills in labor force) & internal consideration (available for promotion) - Incumbency vs Availability: compare who is in contractors workforce to who is available - Annual Placement Goals: establish goals when contractor is below availability, Goals are percentages based on Availability calculations - Goal Attainment: Placements into JGs with goals, display if goal was met.
*12 months prior to plan date*Compares selection rate of each group (males, females, minorities, non-minorities) to overall selection rate*Evaluation tool to determine if there are any indications of potential discrmination
Internet Applicant Definition:Person submits expression of interest via internet or other electronic method (email, app tracking systems, resume database, job bank, etc)Contractor considers person for employment for a particular positionPerson has basic qualifications for considered positionPerson does not remove self from consideration
*If no internal applicants, feeder groups can be used. Internal applicants recommended.
*Track and include reason/justification for termination
* CAI completes this analysis as a follow up if Adverse Impact is found when looking at all terminations.
*OFCCP currently rescinding the 2006 comp guidelines that identified how the OFCCP would analyze compensation*CAI currently analyze at the job title level comparing seniority to average compensation*Item 11 of Scheduling Letter: annualized wages including bonuses, commissions, etc by salary rate/grade or level, total employees by race & gender, total compensation by race & gender.
*Some discussion about adding statistical goals for Disabled. Notice for Proposed Rulemakeing changes for section 503 expected publication in Federal Register in August 2011.
*In 2008 the reporting categories for veterans were revised to include disabled veterans, other protected veterans, armed forces service medal veterans, and veterans recently separated from military service (3 year separation instead of 1 year)
*for 2011 you must keep 2011 AAP as well as 2010 AAP*we suggest your discard and AAPs prior to 2010*must retain any records for two years after the last employment decision was made*investigations could be with the OFCCP or the EEOC
*Jobs that are at the senior executive level, jobs that will last only 3 days or less, and jobs that will only be filled from internal sources.*Outreach efforts for Veterans and Disabled Individuals have been a hot topic with the OFCCP recentlyAt this time I will turn the presentation over to Kaleigh to discuss the AAP services CAI offers.