The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) continues to keep its prior director's promise to “aggressively enforce” the affirmative action requirements for federal contractors. Aggressive enforcement is the new norm, and the pace is not likely to change quickly. Although we have a new administration, it takes time to untangle final rules and regulations already in place. Consequently, federal contractors and subcontractors must remain vigilant to keep up with a shifting regulatory landscape which has experienced multiple major changes in the past few months, and continues to be a source of continuing uncertainty. The OFCCP’s new regulations have all created tremendously heavier compliance burdens, requiring increased budgetary needs to meet these challenges. Recent high-dollar compensation-based findings point out that the risks of non-compliance are too great to be ignored. The problem is not only digesting what has already taken place, but also getting ready for what will happen next. One way of getting prepared is to have a comprehensive compliance calendar which helps you to understand not only the deadlines for what is already “on the books,” but also for what is coming.
Please join Cheryl Behymer, attorney at law, as she provides analysis and guidance to help you be ready for what the OFCCP has in store for federal contractors and subcontractors.
WHAT YOU’LL LEARN
Ensure that your HR, compliance, legal and executive team members all understand the new requirements and identify strategies going forward to address these issues and more:
- Updates on the new data collection requirements for Section 503 (individuals with disabilities) and VEVRAA (veterans)
- LGBT non-discrimination and affirmative action requirements
- OFCCP’s compensation focus, including pay transparency, minimum wage, etc.
- Preparing for OFCCP audits under the revised scheduling letter
- Status of mandatory disclosures of workplace violations
- Paid sick leave requirements
- EEO-1 pay reporting
- Possible effect of new administration changes
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “OFCCP Quarterly Compliance Calendar Update: Federal Contractor and Sub-Contractor Requirements” is Cheryl Behymer, attorney at law. Cheryl Behymer is a partner in the Columbia office of Fisher and Phillips and co-chair of the firm’s Pay Equity Practice Group, as well as the Affirmative Action and Federal Contract Compliance Practice Group. She assists clients by providing timely and practical counsel, training and audit defense in affirmative action, workplace harassment, employee leave issues involving the Family and Medical Leave Act and the Americans with Disabilities Act, and other labor and employment issues.
Cheryl defends employers who are responding to administrative charges, actively involved in litigation, or are participating in compliance reviews conducted by the Office of Federal Contract Compliance Programs. Cheryl prepares affirmative action plans for federal contractors and subcontractors and assists federal contractor and non-federal contractor clients with self-audits, including compensation audits. She also defends employers in multi-plaintiff lawsuits, including class and collective actions.
Cheryl is a frequent presenter on pay equity, compensation, affirmative action, and harassment legal issues. She is also past chair of the South Carolina Diversity Council, a committee of the South Carolina Chamber of Commerce, and a diversity fellow of The Diversity Leadership Institute affiliated with the Riley Institute at Furman University. Cheryl is an ambassador for the South Carolina Diversity Recruitment Consortium, and she is a former board member of the South Carolina ILG. Cheryl regularly presents on federal contract compliance at the ILG National Conferences, served as co-chair for the 2016 National Conference for the Industry Liaison Group, and regularly presents and publishes with national, state and local organizations and publications. Cheryl is “AV” Peer Review Rated by Martindale-Hubbell.
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