On-Demand – 2-Day Designing & Developing a Compliant Affirmative Action Plan from A-Z Certificate Program

$995.00

Summary

Each one of us is hired to help our organization perform at its best and provide quality services. You should expect your organization and co-workers to treat people with respect and help them to develop personally and professionally in the workplace.

People who are pursuing employment opportunities, such as applying for a new job or a promotion, though, may be faced with discrimination based on factors unrelated to the ability to do the job. This discrimination and harassment may be based on race, color, religion, gender, sexual orientation, age, marital status, ethnicity or national origin, veteran status, disability, or other classes protected by law.

By taking this course, you will learn what Affirmative Action is and why Affirmative Action Plans, either voluntary or involuntary, are needed to ensure potential and existing employees are treated fairly with dignity and respect. You will also learn how to design and develop an Affirmative Action Plan.

Description

Continuing Education Credits:

  • HRCI – 14 HR (General)
  • SHRM – 14 PDC’s

Each one of us is hired to help our organization perform at its best and provide quality services. You should expect your organization and co-workers to treat people with respect and help them to develop personally and professionally in the workplace.

People who are pursuing employment opportunities, such as applying for a new job or a promotion, though, may be faced with discrimination based on factors unrelated to the ability to do the job. This discrimination and harassment may be based on race, color, religion, gender, sexual orientation, age, marital status, ethnicity or national origin, veteran status, disability, or other classes protected by law.

By taking this course, you will learn what Affirmative Action is and why Affirmative Action Plans, either voluntary or involuntary, are needed to ensure potential and existing employees are treated fairly with dignity and respect. You will also learn how to design and develop an Affirmative Action Plan.

These laws also help maintain a workplace where all employees can work, remain productive, advance, and develop to their fullest potential.

Affirmative Action refers to a set of practices designed to correct the trends created by past discrimination. It is important for you to understand what Affirmative Action is and how it is relevant to you and your organization today. This course has been prepared with these objectives in mind.

During this 2-Day course you will gain knowledge in:

  • Understanding Racism and its different levels
  • Types of Employment Discrimination
  • Federal agencies which govern Affirmative Action Plans
  • The Federal Timeline of Protections
  • Understanding Affirmative Action and the Why’s
  • Understanding the Affirmative Action Controversy
  • Setting Goals & Benchmarks
  • Reasonable Accommodation obligations
  • Designing, developing, communicating, and implementing Affirmative Action Plans
  • Position Responsibilities, Follow-Through, & Maintenance
  • Documenting Best Effort
  • OFCCP Audits & Best Practices

So, it is time to boost your Affirmative Action Planning experience and expertise, so it’s not just a report about compliance anymore, but a way of running a business where it enhances your workplace and empowers your team. It is time to gain that competitive advantage your organization hired you to be looking for.

It is time to learn about Affirmative Action Plans and why they require employers to proactively identify and remove barriers that make it harder for underrepresented groups to be recruited, hired, and retained, such as women and other minorities.

Remember, if you are new to Affirmative Action planning, need to refresh your knowledge on your technical skills, or creating a report in the near future this course is for you.

It is time.


Agenda

On June 4, 1965, President Johnson delivered the commencement address at Howard University, the nation’s most prominent historically black university. In his address, Johnson explained why “opportunity” was not enough to ensure the civil rights of disadvantaged Americans.

Affirmative Action

Understanding Racism

  • Four Levels of Racism
  • Individual Racism
  • Interpersonal Racism
  • Institutional Racism
  • Structural Racism
  • Systemic Racism
  • Discrimination
  • Employment Discrimination
  • Discrimination Consequences
  • Individual
  • Group
  • Organizational
  • Fighting Discrimination
  • The Government Stepping in

Federal Protections

  • 1866 – Civil Rights Act
  • 1868 – 14th Amendment
  • 1961 – Executive Order 10925
  • 1963 – Equal Pay Act (EPA)
  • Life in 1964
  • 1964 – Civil Rights Act
  • 1965 – Executive Order 11246
  • 1967 – Age Discrimination in Employment Act (ADEA)
  • 1973 – Rehabilitation Act (Sec 503)
  • 1974 – Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA)
  • 1990 – Americans with Disability Act (ADA)
  • Additional Amendments
  • 1991 – Amendment to Civil Right Act
  • 2008 – Amendment to ADA
  • Additional Executive Orders
  • 2014 – EO 13672
  • 2014 – EO 13658
  • 2015 – EO 13706

Employment Discrimination Types

  • Disparate/Adverse Treatment
  • McDonnell Douglas Corp. vs Green
  • Disparate/Adverse Impact
  • Griggs vs Duke Power Co.
  • Washington vs Davis
  • Testing for Disparate/Adverse Impact
  • 4/5ths Rule – 80% Rule
  • Harassment
  • Quid Pro Quo
  • Hostile Environment
  • Harassment Policy Tips
  • Retaliation
  • Understanding Retaliation
  • Legal Liability

Affirmative Action Enforcement

  • Equal Employment Opportunity Commission (EEOC)
  • Established by the Civil Rights Act of 1964
  • EEOC Governs
  • EEOC Policy Tips
  • EEO-1 Reporting Steps
  • EEO-1 Reporting Regulations
  • Veterans’ Employment & Training Services (VETS)
  • VETS-4212 Reporting Steps
  • VETS-4212 Reporting Regulations
  • Office of Federal Contract Compliance Programs (OFCCP)
  • OFCCP Responsibilities
  • Affirmative Action Plans Overview
  • Understanding the Policy
  • Understanding the Goal
  • Understanding the Two Parts
  • Qualitative Narrative
  • Quantitative Analysis
  • Three Related Acts
  • Executive Order 11246
  • Rehabilitation Act – Section 503
  • Vietnam Era Veteran’s readjustment Assistance Act
  • AAP Regulations and Policy
  • Definition of Employees
  • Definition of Contractors & Sub-Contractors
  • Definition of Record-Keeping
  • Definition of Record-Keeping Maintenance
  • Who Needs Them
  • HR’s Role
  • Differences Between EEO-1 & AAP
  • Busting the Top 10 Myths
  • In Favor of AA
  • Against AA
  • AA Controversy Timeline
  • University of California vs Bakke
  • Hopwood vs University of Texas Law School
  • Gratz vs Bollinger
  • Grutter vs Bollinger
  • Parents vs Seattle
  • Meredith vs Jefferson
  • Ricci vs DeStefano
  • States Banning AA
  • OFCCP Settlements
  • Coca-Cola Class Action
  • Palantir
  • Enterprise Rent-a-Car
  • Dell
  • Intel

Designing and Developing an Affirmative Action Plan (EO 11246 – For minorities & women)

  • Preparing for AAPs
  • Cover Page
  • Organization Profile
  • Workforce Analysis / Job Group Analysis
  • Understanding Pre-Offer vs Post Offer
  • Understanding Self-ID vs Visual ID
  • Promotion Analysis
  • Termination Analysis
  • Compensation Analysis
  • Placement of Incumbents in Job Groups
  • Determining Availability
  • Comparing to BLS/US Census/State Employment Service Data
  • Comparing Incumbency to Availability
  • Placement Goals
  • Understanding Goals vs Quotas
  • Designation of Responsibility
  • Executive Leadership Team
  • EEO Manager
  • Managers & Supervisors
  • Identification of Problem Areas
  • Action-Oriented Programs
  • Program Regulations
  • Internal Audit & Reporting
  • Support Data
  • Good Faith Efforts
  • Job Postings as a Good Effort
  • Succession Planning as a Good Effort
  • Compensation as a Good Effort
  • Turnover as a Good Effort
  • Best Practices

Designing and Developing an Affirmative Action Plan (VEVRAA – Protective Veterans & Rehab Sec 503 – Individuals with Disabilities)

  • Policy Statement
  • Review of Personnel Processes
  • Physical & Mental Qualifications
  • Reasonable Accommodations to Physical & Mental Limitations
  • Reasonable Accommodation Policy Tips
  • Disability
  • Essential Functions
  • Undue Hardship
  • Individual with Disability
  • Qualified Individual with a Disability
  • Major Life Activity
  • Interactive Process
  • Substantially Limits
  • Reassignment
  • Anti-Harassment Procedures
  • External Dissemination of Policy
  • Outreach & Positive Recruitment
  • Internal Dissemination of Policy
  • Audit & Reporting System
  • Self-Audit
  • Responsibility of Implementation
  • Training
  • Data Collection Analysis
  • For Protected Veterans
  • Hiring Benchmark
  • For Individuals with Disabilities
  • Utilization Goals
  • Letters & Tips to Consider
  • Reaffirmation Letter
  • Recruitment Letter
  • Community Source Letter
  • Sources & Efforts
  • Union Letter
  • Vendor Letter
  • Compliance Audit Letter
  • Top 10 Audit Requests
  • Mandatory Posters
  • Reaffirmation Letter
  • E-Verify Poster
  • Memo of the last Inspection of AAP for Protected Veterans and Individuals with Disabilities (only the narrative section)
  • Memo of the Self-Identity Process
  • Invitation to Self-Identity for Employees
  • Invitation to Self-Identity for Individuals with Disabilities
  • Invitation to Self-Identity for Protected Veterans
  • EEO Policy & Complaint Procedure
  • Harassment Policy & Complaint Procedure
  • EEO is the Law Poster (with Amendments)
  • Pay Transparency Poster
  • USERRA Poster
  • EO 13496 Employees Rights under National Labor Law
  • Mandatory Policy Updates
  • 8 Tips to Consider When Forming

How to get Certified in Affirmative Action Planning

Affirmative Action Plan Checklist

Penalties For Noncompliance

Samples/Tools/Government Agencies