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.

Executive order 13706: paid sick leave for federal contractors (2015)

Executive order 13706: paid sick leave for federal contractors (2015)

Executive Order 13706 was signed by President Barack Obama on September 7, 2015,. This sets the standards for the amount of sick time that is accrued by federal contractors which is 1 hour for every 30 hours worked. The total amount of PTO time ads up to 7 paid sick days annually.

Government Contractor Indicted after our Investigation

Government Contractor Indicted after our Investigation

A lot of gov't work is contracted out but there are no guarantees in place to make sure workers get paid. We investigated and stayed on it.

What is EQUAL EMPLOYMENT OPPORTUNITY? What does EQUAL EMPLOYMENT OPPORTUNITY mean?

What is EQUAL EMPLOYMENT OPPORTUNITY? What does EQUAL EMPLOYMENT OPPORTUNITY mean?

What is EQUAL EMPLOYMENT OPPORTUNITY? What does EQUAL EMPLOYMENT OPPORTUNITY mean? EQUAL EMPLOYMENT OPPORTUNITY meaning - EQUAL EMPLOYMENT OPPORTUNITY definition - EQUAL EMPLOYMENT OPPORTUNITY explanation. SUBSCRIBE to our Google Earth flights channel - https://www.youtube.com/channel/UC6UuCPh7GrXznZi0Hz2YQnQ Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. 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. 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.). 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. 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. 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). 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. 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 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. 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.

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.

The Office of Federal Contract Compliance Programs (OFCCP)

The Office of Federal Contract Compliance Programs (OFCCP)

PsychArmor has designed the course "Office of Federal Contract Compliance Programs (OFFCP)" to educate organizations that are looking to increase the number of Veterans in their company. Watch it today! We’d like to thank Comcast NBCUniversal for making this course possible. https://psycharmor.org/courses/office-federal-contract-compliance-programs-ofccp/

YOU BETTER RECOGNIZE: Obstacles and Opportunities in The Federal Workplace

YOU BETTER RECOGNIZE: Obstacles and Opportunities in The Federal Workplace

The Coalition For Change, Inc. (C4C) uploads workshop slides as presented at the Blacks In Government's 40th Annual National Training Institute in New Orleans (2018 . To address effectively the career advancement barriers Black Americans routinely face in federal workplace, the existing obstacles must be properly identified and the opportunities for progress must be shared. This workshop offers participants insight on the Federal Employment Opportunity Recruitment Program, the “Pay For Performance” compensation system, the Equal Employment Opportunity Commission’s African-American Workgroup Report, the Notification and Federal Employee Anti-discrimination and Retaliation Act (No FEAR) of 2002, and H.R. 702, a pending bill known as the Federal Employment Anti-discrimination Act. This is a needed workshop for anyone seeking to promote a more inclusive and diverse federal workplace. OVERVIEW: In March 2013, the U.S. Equal Employment Opportunity Commission's (EEOC) issued its African American Workgroup report. The report cited seven (7) “obstacles" African Americans face when seeking equal employment opportunities in federal government. The Coalition For Change, Inc. (C4C) workshop presenters shared seven (7) formidable "obstacles” at the Blacks In Government 40th Annual National Training Institute that the C4C asserts largely harms African Americans seeking to advance in the federal workplace. PRESENTERS: Tanya Ward Jordan is President and Founder of The Coalition For Change, Inc. (C4C), a civil rights organization challenging racism and reprisal in the federal workplace. She received an award from Congressman Jim Sensenbrenner for her input into the "Notification and Federal Anti-Discrimination and Retaliation Act of 2002” and Congressional acclaim from Representative Elijah Cummings for her invaluable input on a bill, known as Federal Employee Anti-discrimination Act of 2017. Ms. Ward Jordan holds a Master of Science degree in Human Resources Management; and is the author of 17 Steps: A Federal Employee’s Guide For Tackling Workplace Discrimination. Paulette Taylor is President and Co-founder of a non-profit organization, Black Females for Justice II, Inc., at the Social Security Administration (SSA). She is a class agent in the EEOC certified race-based class complaint against the SSA representing over 5,000 Black females. Ms. Taylor, a retired disabled U.S. Army veteran , also serves as the Civil and Human Rights Chair for the Coalition For Change. She received Congressional acclaim from her Congressman, Elijah Cummings for her invaluable work on the bill titled the “Federal Employee Anti-discrimination Act.” She holds a dual degree in Business Administration and Human Resources Management. Dr. Keesha Karriem is a National Marketing Project Manager for a U.S. Government Agency. During her 26-year federal career,she has held a variety of positions most recently serving as the Loaned Executive for the 2016 Combined Federal Campaign (CFC). Prior to that, she was a Contracting Officer and Business Development Specialist. While in the private sector, Dr. Karriem works part-time in her family business as Executive Director KDS. KDS provides assistance to persons with Mental and Intellectual Disabilities. Dr. Karriem earned a Doctorate degree in Leadership from University of Phoenix. Dr. Karriem is an active member of Coalition for Change (C4C) , a Life Member of the Chicago Midwest Chapter of Blacks in Government (BIG) and a 2014 graduate of BIG’s Darlene H. Young Leadership Academy program. MODERATOR: Joyce E. Megginson Sources: https://www.eeoc.gov/federal/reports/aawg.cfm https://newsone.com/3787282/federal-diversity-african-americans-office-personnel-management-report/ https://www.scribd.com/doc/156357758/Obstacle-1-The-Denial-of-A-Reality?secret_password=2hi2jq3m4m8sd1056ran

YOU BETTER RECOGNIZE: Obstacles and Opportunities in The Federal Workplace

YOU BETTER RECOGNIZE: Obstacles and Opportunities in The Federal Workplace

The Coalition For Change, Inc. (C4C) uploads workshop slides as presented at the Blacks In Government's 40th Annual National Training Institute in New Orleans (2018 . To address effectively the career advancement barriers Black Americans routinely face in federal workplace, the existing obstacles must be properly identified and the opportunities for progress must be shared. This workshop offers participants insight on the Federal Employment Opportunity Recruitment Program, the “Pay For Performance” compensation system, the Equal Employment Opportunity Commission’s African-American Workgroup Report, the Notification and Federal Employee Anti-discrimination and Retaliation Act (No FEAR) of 2002, and H.R. 702, a pending bill known as the Federal Employment Anti-discrimination Act. This is a needed workshop for anyone seeking to promote a more inclusive and diverse federal workplace. OVERVIEW: In March 2013, the U.S. Equal Employment Opportunity Commission's (EEOC) issued its African American Workgroup report. The report cited seven (7) “obstacles" African Americans face when seeking equal employment opportunities in federal government. The Coalition For Change, Inc. (C4C) workshop presenters shared seven (7) formidable "obstacles” at the Blacks In Government 40th Annual National Training Institute that the C4C asserts largely harms African Americans seeking to advance in the federal workplace. PRESENTERS: Tanya Ward Jordan is President and Founder of The Coalition For Change, Inc. (C4C), a civil rights organization challenging racism and reprisal in the federal workplace. She received an award from Congressman Jim Sensenbrenner for her input into the "Notification and Federal Anti-Discrimination and Retaliation Act of 2002” and Congressional acclaim from Representative Elijah Cummings for her invaluable input on a bill, known as Federal Employee Anti-discrimination Act of 2017. Ms. Ward Jordan holds a Master of Science degree in Human Resources Management; and is the author of 17 Steps: A Federal Employee’s Guide For Tackling Workplace Discrimination. Paulette Taylor is President and Co-founder of a non-profit organization, Black Females for Justice II, Inc., at the Social Security Administration (SSA). She is a class agent in the EEOC certified race-based class complaint against the SSA representing over 5,000 Black females. Ms. Taylor, a retired disabled U.S. Army veteran , also serves as the Civil and Human Rights Chair for the Coalition For Change. She received Congressional acclaim from her Congressman, Elijah Cummings for her invaluable work on the bill titled the “Federal Employee Anti-discrimination Act.” She holds a dual degree in Business Administration and Human Resources Management. Dr. Keesha Karriem is a National Marketing Project Manager for a U.S. Government Agency. During her 26-year federal career,she has held a variety of positions most recently serving as the Loaned Executive for the 2016 Combined Federal Campaign (CFC). Prior to that, she was a Contracting Officer and Business Development Specialist. While in the private sector, Dr. Karriem works part-time in her family business as Executive Director KDS. KDS provides assistance to persons with Mental and Intellectual Disabilities. Dr. Karriem earned a Doctorate degree in Leadership from University of Phoenix. Dr. Karriem is an active member of Coalition for Change (C4C) , a Life Member of the Chicago Midwest Chapter of Blacks in Government (BIG) and a 2014 graduate of BIG’s Darlene H. Young Leadership Academy program. MODERATOR: Joyce E. Megginson Sources: https://www.eeoc.gov/federal/reports/aawg.cfm https://newsone.com/3787282/federal-diversity-african-americans-office-personnel-management-report/ https://www.scribd.com/doc/156357758/Obstacle-1-The-Denial-of-A-Reality?secret_password=2hi2jq3m4m8sd1056ran

What Federal Employees Should Do When They Receive Their ROI

What Federal Employees  Should Do When They  Receive Their ROI

Morris E. Fischer discusses what a federal employee should do once they receive their report of investigation (ROI). Contact Morris E. Fischer, LLC for a consultation at 301-328-7631 or contact us on the web at www.morrisfischerlaw.com.

Affirmative Action Programs | EEO | Government Contractors | OFCCP Audits

Affirmative Action Programs | EEO | Government Contractors | OFCCP Audits

Learn more about Career Resources, Inc, serving clients in 43 States. http://www.crincorporated.com *Affirmative Action Plans *OFCCP Audit Consultant *Impact Ratio Analysis *ADA Web Accessibility Testing *Sexual Harassment Training

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