"Excellent presentation. The presenters imparted substantive information in an interesting manner. Their expertise and knowledge in the area was impressive."
- Brett D. Kynard, Esq., President Inquest Consultants, Kansas City, KS
Preparing for OFCCP Compliance Audits and Crafting Effective Affirmative Action Plans
An enhanced 2 1/2-day presentation featuring AAP professionals, attorneys, economists, and industrial psychologists.
Affirmative Action, Equal Employment Opportunity, Human Resource, and Compensation Professionals, as well as Labor and Employment Law Attorneys involved in affirmative action planning and OFCCP audits for non-construction federal contractors.
Dynamic changes in Affirmative Action Plan (AAP) regulations and increased Office of Federal Contract Compliance Programs (OFCCP) activity make the careful assessment of employment decisions and practices and the development and implementation of accurate AAPs a necessity for today's federal contractors.
Our goal is to enable you to prepare meaningful AAPs that respond to the OFCCP guidelines and that accurately reflect your organization's employment practices and goals. Our experts also walk you through the fundamentals of employment testing and compensation and adverse impact analysis that respond to the most current OFCCP regulations and practices.
We help you avoid potential pitfalls and liability by arming you with the latest information and practical applications gleaned from our experience preparing AAPs, performing compensation audits, and representing federal contractors in court and in OFCCP audits and reviews.
Session 1, Day 1 - How to prepare for an OFCCP audit and how to respond to one including:
What impact OFCCP's Internet Applicant definition and related recordkeeping obligations have on conducting a job search and data collection, maintenance and reporting.
What methods of compensation and adverse impact analysis are currently used by the OFCCP, and what appropriate statistical and financial responses your organization can use.
What are the possible outcomes of a review or audit using systemic discrimination analysis: sanctions, use of conciliation agreements, negotiated settlements.
Session 2, Days 2 and 3 – Fundamentals of employment testing and how to draft a complete and compliant AAP including:
How to plan test development and/or procurement to maximize validity and minimize risk.
How to determine whether a test is valid.
How to plan or evaluate the entire selection process to ensure that it is efficient, effective, and addresses OFCCP concerns.
What internal human resource data to maintain, and how to find and select external data that best reflects the availability of protected classes for your company's jobs.
How to develop meaningful job groups and avoid the impact that inappropriate job groups may have on required statistical analyses.
How to construct accurate and realistic availability analyses.
How to interpret the numerical results of Affirmative Action Program analyses (through analysis of the previous year's AAP).
TBD
ERS Group is uniquely positioned to teach this course, having worked in the areas of employment discrimination litigation, compliance review consultation, and affirmative action planning for over 30 years. Our employment litigation and expert witness activities provide us with additional, first-hand experience with emerging trends, as well as the scrutiny of AAPs and related employment practices in court and in OFCCP audits.
