How Can Employers Navigate the New EEOC Strategic Priorities for 2017-2020 and Mitigate New Regulations! See What Regulations Will Impact Employers!
Compliance Key INC - Regulatory Compliance Training
Margie Faulk
Margie Faulk Keynote Speaker at Compliance key Inc. she is a senior level human resources professional with over 14 years of HR management and compliance experience.
Webinar Id: CICME004
12:30 PM PT | 03:30 PM ET
01/18/2018
Duration: 90 mins
Margie Faulk Keynote Speaker at Compliance key Inc. she is a senior level human resources professional with over 14 years of HR management and compliance experience.
Webinar Id: CICME004
12:30 PM PT | 03:30 PM ET
01/18/2018
Duration: 90 mins
Overview
"Free Federal Poster Compliance Checklist for all attendees to assist in poster compliance"
The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) who protects employees in the workplace of discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties. The EEOC also provides guidance and tools to assist certain Employers to ensure that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.
I learned recently from an Employment Law Symposium in Florida, that the EEOC provides this SEP along with another report called the EEO Digest Report, a quarterly publication prepared by the Office of Federal Operations (OFO), features a wide variety of recent EEOC decisions and federal court cases of interest. The publication also includes hyperlinks so that stakeholders can easily access the full decisions.
As a compliance officer, I realized that these resources allowed me to assist my clients on staying ahead of the EEOC by learning their focus and preparing for it. I also learned by using this resource, I can predict what the next enforcement trend is going to be and share it with my clients and colleagues.
The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) who protects employees in the workplace of discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties. The EEOC also provides guidance and tools to assist certain Employers to ensure that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.
I learned recently from an Employment Law Symposium in Florida, that the EEOC provides this SEP along with another report called the EEO Digest Report, a quarterly publication prepared by the Office of Federal Operations (OFO), features a wide variety of recent EEOC decisions and federal court cases of interest. The publication also includes hyperlinks so that stakeholders can easily access the full decisions.
As a compliance officer, I realized that these resources allowed me to assist my clients on staying ahead of the EEOC by learning their focus and preparing for it. I also learned by using this resource, I can predict what the next enforcement trend is going to be and share it with my clients and colleagues.
Effective February 2016, the EEOC led by President Barack Obama, established new EEO-1 reporting guidelines to ensure that Employers are accountable for pay equity initiatives. While most agree in theory that men and women should be paid equally for the same job, Employers pushed back on this reporting criteria stating undue burdensome data collection as well as complained about the high cost for Employers to collect the new data.
Employers obligated to submit the new EEO-1 Reporting form which includes pay data, can breathe a sigh of relief. Based on those factors and other political differences, the Office of Management and Budget (OMB) stopped the EEO-1 pay data reporting as late as August 30, 2017. Although some Employers are thrilled with this "stay of execution", the suspension is in effect to review and possibly re-introduce the pay equity discussion.
What does this mean for Employers? Well it does not mean that Employers should rest on their laurels. For compliance professionals, it means that the requirements can return therefore, Employers should consider preparing in case pay and compensation data collection is resumed.
Employers obligated to submit the new EEO-1 Reporting form which includes pay data, can breathe a sigh of relief. Based on those factors and other political differences, the Office of Management and Budget (OMB) stopped the EEO-1 pay data reporting as late as August 30, 2017. Although some Employers are thrilled with this "stay of execution", the suspension is in effect to review and possibly re-introduce the pay equity discussion.
What does this mean for Employers? Well it does not mean that Employers should rest on their laurels. For compliance professionals, it means that the requirements can return therefore, Employers should consider preparing in case pay and compensation data collection is resumed.
Areas Covered in the Session:
- Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations
- Learn how Employers can utilize the EEOC website resources to mitigate workplace compliance
- Learn how the same resource helps employees file complaints against Employers
- What does the Civil Rights Act have to do with the EEOC?
- The EEOC and the impact of the new White House Administration's vision of pay equity
- Review the current EEOC Strategic Enforcement Priority (SEP) and see what initiatives are the focus
- What can reduce risk for Employers with the new EEOC initiatives?
- Which Employers are required to complete the EEO-! Report
- How should Employers complete the new EEO-1 Reporting form?
- Review the new EEO-1 Report and other guidelines that are included
- Why was the purpose of the new pay data collection?
- Why was there such a push back by Employers?
- What did Employers avoid now that the pay data is suspended
- What EEO-1 form should be submitted and when?
- Several Updates from the EEOC which will impact Employers
- What should Employers look forward to in the next few years?
- What other regulations will be required for federal contractors?
- Learn how the EEOC and the Office of Federal Contract Compliance Programs (OFCCP) and the EEOC might merge and the impact
- Learn how conducting an internal audit of pay practices can make Employers heroes to their employees
- Learn what the process is if you are audited by the EEOC or the OFCCP
Who can Benefit:
- Employers who have federal contracts
- Employers required to follow EEO guidelines and complete EEO-1 Reports
- Employers contemplating or in process of becoming government contractors
- HR professionals
- Compliance professionals
- Leadership Managers who want to be knowledgeable in the area of federal contractors
- Any professional who has the responsibility to manage AAP and EEO-1
Compliance Key INC
717-208-8666
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