1. OFCCP Quarterly Compliance Calendar Update

OFCCP Quarterly Compliance Calendar Update

Event ID: 2179289
Duration: Scheduled for 90 minutes including question and answer period.
Presenter(s): Cheryl Behymer, partner, Fisher & Phillips LLP
Credits: 1.5 HRCI, 1.5 SHRM

OFCCP Quarterly Compliance Calendar Update

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.

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


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