Training Doyens

OVERVIEW If you are a supervisor, manager, HR professional or business owner, you – and the interests of your organization and its employees – will be well-served by developing a solid knowledge base with regards to key EqualEmployment Opportunity (EEO) compliance considerations.  You’re off to a great start if you know – and follow – your company’s EEO & harassment prevention policies (assuming they are sound and current), but that is just the ‘basics’ of what you really need to know. You’ll be best prepared to meet the risk management needs of your company and employees if you explore this complicated area of compliance at a higher level. WHY SHOULD YOU ATTEND This session focuses on what supervisory and HR professionals (at all levels!) need to know about EEO regulations and requirements, including protected characteristics, workplace harassment, retaliation and more.  If you have supervisory or HR responsibilities, you need to be aware of the risks, impli...

OVERVIEW On August 29, 2017, the Office of Management and Budget (OMB) issued a memorandum informing the U.S. Equal Employment Opportunity Commission(EEOC) of OMB's decision to initiate a review and immediate stay of the EEOC's collection of aggregate W-2 pay and hours-worked data on the EEO-1 report.  At the same time, OMB expressly permitted the EEOC to continue collecting EEO-1 data identifying the race, ethnicity, and sex of workers, by job categories.    As a result of the stay on the 2017 EEO-1 reporting cycle, the EEO-1 will not collect data about pay and hours worked from employers. But, for the 2017 EEO-1 reporting cycle, the EEO-1 will collect data on the race, ethnicity, and sex of workers, by job category, from private employers with 100 employees or more and federal contractors with 50 employees or more and $50,000 in contract(s). EEO-1 Compliance WHY SHOULD YOU ATTEND In order for companies to be in compliance with Federal reporting regulati...