Equal Employment Opportunity Responsibilities in Procurement

Equal Employment Opportunity Responsibilities in Procurement

Are you a contracting officer with a federal government agency? Do you handle pre-award EEO clearances? Are you responsible for ensuring bidders have Affirmative Action Programs (AAPs) in place? If you answered “Yes” to any of these questions, this webinar is designed for you! Join the Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, for an overview of recent changes to the EEO requirements that apply to government acquisitions. OFCCP will provide information on updates to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), Section 503 of the Rehabilitation Act of 1973 and the recently issued Executive Order 13672, prohibiting discrimination on the bases of sexual orientation and gender identity. In addition, OFCCP presenters will discuss the impact of these changes on federal government contracts and the equal opportunity clause, the pre-award clearance process, the Federal Acquisition Regulations (FAR), government contractors’ filing of the EEO-1 Report, and the “Equal Employment Opportunity Is The Law (EEOC)” poster. For more information about OFCCP, please visit the Federal Contracting Officer Corner on OFCCP’s website.

EEOC and OFCCP Enforcement Update

EEOC and OFCCP Enforcement Update

David Cohen on Jun 20, 2017, 9:58 AM

Employing Federal Contractors: Basic Issues & New Regulations

Employing Federal Contractors: Basic Issues & New Regulations

An hrsimple webinar presented by Erin Schilling of Polsinelli. She breaks down VEVRA, OFCCP, federal contractor changes and some basic concerns for any employer. Also covered: executive order 11246, AAP Plan structure, hiring veterans and more.

Government Contractors & OFCCP Considerations

Government Contractors & OFCCP Considerations

EEOC OIT - The People Behind the Machines

EEOC OIT - The People Behind the Machines

EEOC OIT - The People Behind the Machines

Executive Orders, EEOC/OFCCP and other relevant laws

Executive Orders, EEOC/OFCCP and other relevant laws

Government Investigation, Government Contractor Fraud Attorney & False Claims Act Defense Lawyers

Government Investigation, Government Contractor Fraud Attorney & False Claims Act Defense Lawyers

https://www.youtube.com/user/watsontw8. Watson & Associates, LLC are federal government investigation lawyers offering legal defense for federal contractors and small businesses involved with federal investigation situations for violation of the federal False Claims Act, federal procurement fraud criminal cases of even small business SBA fraud. When government contractors are involved in federal government investigations, political corruption, government corruption, OIG investigation process or some other federal criminal investigation that can lead to criminal penalties or jail time, our government contractor fraud attorneys we help by preparing a sound criminal defense team. For fraud investigation, we help with subpoena requests, pre indictment criminal defense and other aspects of federal investigations. Visit https://theodorewatson.com/false-claims-act-whistleblower-defense-lawyer/ and https://theodorewatson.com/government-investigation/. Call our federal government fraud attorneys for immediate help.

Who is a Federal (sub)contractor according to the OFCCP? | hrsimple.com

Who is a Federal (sub)contractor according to the OFCCP? | hrsimple.com

An hrsimple webinar presented by Michael Greene of Fisher Phillips - "Who is a Federal Contractor According to the OFCCP?"

How does the OFCCP and the MDHR enforce or police contractors’ compliance?

How does the OFCCP and the MDHR enforce or police contractors’ compliance?

APOLLO MOON PROGRAM: Dr. Wernher von Braun’s Statement on Equal Employment Opportunity.

APOLLO MOON PROGRAM: Dr. Wernher von Braun’s Statement on Equal Employment Opportunity.

In this video the discussion of Equal employment opportunitys are being discussed. https://en.wikipedia.org/wiki/Equal_employment_opportunity Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination.[1] The law was the first federal law designed to protect most US employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin (Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.).[2] Employment discrimination entails areas such as firing, hiring, promotions, transfer or wage practices and it is also illegal to discriminate in advertising, referral of job applicants, or classification. The Title is pertinent in companies affecting commerce that have fifteen or more employees. The Equal Employment Opportunity Commission (EEOC) is section 705 of the title.[3] Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September 24, 1965, created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin. Along with those five protected classes, more recent statutes have listed other traits as "protected classes," including the following: The Age Discrimination in Employment Act of 1967 has protected those aged 40 and over but does not protect those under the age of 40.[4] The Americans with Disabilities Act of 1990 protects individuals who possess, or are thought to possess, a wide range of disabilities, ranging from paraplegia to Down Syndrome to autism. However, it does not force an employer to employ a worker whose disability would create an "undue hardship" onto his business (for example, a paraplegic cannot work on a construction site, and a blind person cannot be a chauffeur).[5] Similar protections have been in place for Federal employees and customers of federal agencies and contractors since 1973 under the Rehabilitation Act. The Genetic Information Nondiscrimination Act of 2008 forbids discrimination on the basis of family history and genetic information.[6] The Vietnam Era Veterans Readjustment Assistance Act of 1974 forbids discrimination on the grounds of a worker's military history, including any effects that the battlefield might have had on the worker's psyche. Twelve states, over one hundred local governments, and the District of Columbia[7] have passed statutes that forbid discrimination on the basis of sexual orientation; also, the Employment Non-Discrimination Act would allegedly make sexuality a protected class, but this bill has yet to pass Congress.[8] The executive order also required contractors to implement affirmative action plans to increase the participation of minorities and women in the workplace. Pursuant to federal regulations, affirmative action plans must consist of an equal opportunity policy statement, an analysis of the current work force, identification of problem areas, the establishment of goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system.

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