to the EEO/AA CONNECTION ~ Meet Carol Dawson, Bruce, Jan, Denise, and Joann, your nationally recognized Equality, Diversity, Affirmative Action, and coaching experts
CONSTRUCTION FEDERAL & STATE CONTRACTORS:
You asked for it and finally the Construction EEO in a Box is HERE.
EEO GUIDANCE Testimonials: Click here
Make 2013 the year your company is in full compliance with EEO and Affirmative Action laws, regulations, and Executive Orders. Bring RESPECT back into your workforce.
FOR THE PLEDGE OF RESPECT, go to: (click here)
About Us Section
Newest EEO basis for Discrimination: Genetic Information Nondiscrimination Act (GINA) updates are found in the New Trends section (click here)
Electronic I-9 Final Rule
The U.S. Department of Homeland Security (DHS) has published a final rule on the electronic signature and storage of the Form I-9. The final rule permits employers to complete, sign, scan and store the Form I-9 electronically as long as certain performance standards set forth in the final rule for the electronic filing system are met. For I-9 guidance, see:
DON'T TERMINATE... REHABILITATE VALUABLE EMPLOYEES AND MANAGERS
EEO GUIDANCE, Inc. offers half and full day one-on-one counseling sessions to rehabilitate employees, supervisors, and managers who are too valuable to lose, but who don't seem to "get it" when it comes to illegal and inappropriate EEO harassment in the workplace (racial, sexual, religious, etc.). Don't just send them to other employers to continue their behavior, get help and get them on the right track. Contact EEO GUIDANCE today.
RECRUITING? INCLUDE AN EEO TAG LINE!
If you are not using an EEO tag line on all recruitment ads for positions within your business, consider starting NOW!
This simple statement can improve your bottom line:
YOUR BUSINESS is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, veteran status, genetic data, or religion or other legally protected status.
Be sure to include any local or state government EEO protections such as Sexual Orientation, Political Affiliation, etc.
Effective June 21, 2010, there is the Mandatory Federal Poster for
contractors and subcontractors.
Executive Order No. 13496 requires federal contractors and subcontractors
to post the new NLRA (National Labor Relations Act) notice, whether or not
they have unionized employees. The rules cover:
The poster can be downloaded for free at:
Many Prime Federal Contractors must now report first tier subcontractors to the federal government- click here
Dawson - unknown- Jane Elliott - Alice Miles
Dawson had the opportunity to meet and speak with Ms. Jane Elliott - a internationally recognized speaker and pioneer in the study of racism and prejudice. Jane Elliott conducted the Blue Eyed/Brown Eyed" exercise on her third grade students in Riceville, Iowa in 1968.
Do you know if your employer's personnel actions are causing a disparate impact against minorities or women? The government (EEOC and OFCCP) is focusing on class action discrimination and disparate impact within your hiring, promotion, and termination practices. Don't wait until the feds come knocking on your door to know your Impact results. If the numbers are run before EEOC/OFCCP conduct their on-site, you may have time to correct discriminatory activities before being led into court. To find out how to calculate an Impact Ratio Analysis, check out Carol's IRA webinar through the nationally acclaime3d R4 Conference: Click here:
EEO LOGIC and EEO GUIDANCE, along with several other EEO related businesses, have teamed up to provide a one-stop shop for EEO, Affirmative Action, and Diversity consulting and training "EEO/AA CONNECTION."
For Training/consulting Opportunities, click on: EEO GUIDANCE, Inc. or for upcoming open eeo sessions: click on: OPEN WORKSHOPS (the majority of workshops are coordinated directly for specific clients and are not open to the public - they are not listed)
For responses to Equal Employment Opportunity Commission (EEOC) or Department of Justice (DOJ) consent decree requirements, click on: EEO GUIDANCE
For written Affirmative Action Plans, EEO/AA consulting, or guiding you through OFCCP settlement agreements, click on: EEO LOGIC.
2009 REQUIREMENTS FOR FMLA/MILITARY
CHANGES IN MILITARY REQUIREMENTS ~ Click Here
E-VERIFY REQUIREMENTS (updated August 2009) ~ Click Here
Revised guidance for health care providers - Where is Your AAP? Click Here
Community Foundation Women in Philanthropy "Giving From the Heart" Regional Award Ceremony - March 2009
L to R: Cindy Kanning (former award recipient and nominator, Carol Dawson, Clark County award recipient and Diane Murphy, Floyd County award recipient Click HERE
Go to: www.uscis.gov (see to I-9 link for a copy of new form)
OFCCP is Looking for Groups of 10 or More Applicants/Employees to Identify Statistical Discrimination
OFCCP is working harder to develop disparate impact class action discrimination. OFCCP Dept. of Labor Directive #285 now instructs Compliance Officers to look for disparate impact among job applicants and employees when 10 or more people are in the affected group. In part it reads, “The contractor's personnel activity and compensation data will be analyzed for possible systemic discrimination indicators…”
EEO TIP: Know your numbers before the feds do… (go to this link for more details)
Contact EEO GUIDANCE, Inc. ~ 812-284-2993
Dawson receives National Society of Newspaper Columnist's Will Rogers' Humanitarian Award
Robert Haught (Award Coordinator) and Dawson
At the National Society of Newspaper Columnists’ (NSNC) annual conference in New Orleans, Carol Dawson, a local writer for The Evening News (Jeffersonville, Indiana) and New Albany Tribune (New Albany, Indiana), was presented the Will Rogers’ Humanitarian Award by James Rogers, Will Rogers’ Great Grandson. Read articles, see photos, and more about the award by selecting the link: Extra Milers.
Check out changes to the American's with Disabilities Act (ADA), Veteran's Regulations, E-Verify, OFCCP's record breaking settlements and more (see link: New Trends in EEOC and OFCCP)
FMLA Expansion Signed into Law
Bottom Line (at the top): On January 28, President Bush expanded the Family Medical Leave Act (FMLA) to include leave for military families. Employers must now provide 26 weeks of FMLA leave during a single 12-month period to permit a "spouse, son, daughter, parent, or next of kin" to provide care for a "member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness." For more detailed information, visit the Dept. of Labor/Wage and Hour web site here
AP MUST BE CORRECT – OR ELSE you may get a special invitatio to court
If your Affirmative Action Plan (AAP) contains inaccurate data or unnecessary
admissions, the information could be admissible in court. The Ohio State Appeals
Court ruled that an AAP may constitute direct evidence of unlawful employment
discrimination and could be taken into consideration during an EEO related trial.
Mitchell v. Lemmie (Ohio Ct. App., No 21511, 10/26/2007
Referring to the AAP, the court document states, "If it is not valid, an [AAP]
amounts to nothing more than a formal policy of unlawful discrimination."
Here is where you need to pay attention: The ruling states the AAP could
be invalid under Title VII because it failed to take into account that
under-representation of women or minorities in certain positions cannot alone
justify taking race or sex into consideration for employment decisions.
You don’t want these problems if an EEO disparate treatment case or class
disparate impact case makes it to court. Be sure your AAP is able to stand
scrutiny by the courts - contact EEO GUIDANCE today.
According to Diversity Inc., eighty-six percent of the Top 50 Diversity Corporations make diversity training mandatory for all managers.
Contact us for a business package and syllabus for "Never Boring," interactive Diversity training.
DISCRIMINATION IS NOT CHEAP
The OFCCP and EEOC are focusing on systemic discrimination. This means they are setting their sites on your numbers instead of one-on-one individual disparate treatment discrimination (although the large treatment cases are still around - see Caesars, Dial, & Flushing Manor). If the statistics don’t look good to the these agencies, the result will most likely end up
costing your business a considerable amount of money – and that is just the start. After the discrimination news hits the media, bad publicity is the next financial hardship to hit your front door.
Focused below are just a few of the large settlements by the EEOC in the past few years. Can your business afford discrimination? Check your numbers before it is too late.
* Caesars Palace- $850 Thousand (8/20/2007) Sexual Harassment and Retaliation (forced sex on Hispanic
* Flushing Manor Geriatric Center, Inc. -
$900 Thousand (04/23/2007) Harassment and Retaliation of Black and Caribbean Workers
* Dial Corporation - $3.3 Million (11/20/2006)
Pre-employment strength test discriminated against female job applicants (52 rejected female applicants)
* Morgan Stanley - $54 Million (8/15/2005) Claims that the company excluded women from work-related outings, paid women less than their male peers, and denied them warranted promotions (67 females)
* Abercrombie & Fitch - $50 Million (11/18/2004)
Claims that the company adopted restrictive marketing image, and other policies, which limited minority and female employment
* Dial Corporation - $10 Million (4/29/2003) Sexual harassment in Illinois facility
* California Public Employees' Retirement System (CalPERS) - $250 Million (1/30/2003) Reduction of benefits based on age discrimination charges
* Rent-A-Center - $47 Million (10/4/2002)
Sex discrimination (100 females)
FREE: 2010 EEO-1: APPLICATION TEAR OFF SHEET provided with required revisions: Go to: WHAT IS APPLICANT link to cut and paste Word Document
YOU A FEDERAL CONTRACTOR or SUBCONTRACTOR?
you have over 50 employees, there is a good chance that you are
required to maintain an Affirmative Action Plan (AAP) to be in compliance
with federal laws. Find out what your requirements are by clicking
on the link to the right "Who Is A Federal Contractor?"
EEO-1 REGULATIONS ARE OUT - EEOC Q & A provided (see link to right: New Trends in EEOC and OFCCP)
you know that 22% of executives of privately held companies report
having an employee file a discrimination complaint with the EEOC
or a state agency recently (Chubb 2003 Risk Survey)? Many are dealing
with class action complaints which are not only costly, but are
also detrimental to the image of the company. Be proactive
- create a viable EEO/AA Program today and be sure your managers
and employees know the law!
A. Dawson, EEO Guidance, Inc.®, provides
EEO/AA/Diversity consulting services, specifically through training
and workshops designed to help your managers, supervisors, and employees
better understand their legal and ethical responsibilities. Carol
offers straight talking, interactive training sessions on Equality,
Affirmative Action Law, Diversity, Title VII Harassment,
EEO Counselor (Government), and a variety of other employment related
topics. She has 20 years of direct experience in the EEO and Affirmative
Action field, most of which came from working for the U.S. Department
of Labor/OFCCP. She has served as Area Director for OFCCP (Louisville,
Kentucky), as a Sr. Compliance Officer (OFCCP), and as the EEO Manager
for the U.S. Dept. of Commerce, Census Bureau NPC.
stepped out of the government compliance arena to share her knowledge
and skill with both private industry and government agencies. As
a certified trainer for the U.S. Department of Labor/OFCCP, Carol
trained new Compliance Officers across the country and has worked
with many business, government agencies, and community groups to
ensure compliance with EEO and AA laws and regulations. Her sessions
blend humor with the serious issues surrounding EEO, Affirmative
Action, and other employment matters. For other services provided
by EEO Guidance, Inc.®, please click on the "Services" link to the left.
Carol has received numerous
awards and honors, to include the Louisville Key to the City,
U.S. Department of Labor's Distinguished Career Service Award and
the Louisville American Business Woman's Association Woman of
OFCCP Industry Liaison Group-Board of Directors, National Speaker's
Bureau (Kentucky Chapter), Leadership Southern Indiana Board of
Directors, Federally Employed Women (National Nominating Committee,
and local Diversity Chair), Women's Chamber of Commerce, Louisville
Chamber of Commerce, and Southern Indiana Chamber of Commerce.
was one of the keynote speakers for the 2005 Kentucky Governor's
Bruce Kuehnl, EEO Logic, specializes in developing written Affirmative Action Programs, (which include comprehensive compensation analyses) in response to the US Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) requirements under Executive Order 11246. EEO Logic can help you navigate the maze of Federal Affirmative Action Program and Affirmative Action Plan requirements. We provide services in developing written Affirmative Action Programs (AAPs), determining availability, conducting comprehensive compensation and adverse impact studies. We can also provide expert technical assistance to your company during OFCCP compliance audits.
Bruce has 25 plus years of experience, including 18 years with the OFCCP as a compliance Officer, District Director and Special Assistant to the Director. As President of EEO Logic and as a Senior Consultant for the Equal Employment Advisory Council, Bruce has assisted contractors in navigating the EEO maze. Bruce's experience and level of expertise has made him a preferred resource by a variety of Fortune 500 companies.
Bruce has successfully responded to numerous OFCCP allegations of systemic compensation discrimination through the use of comprehensive compensation analyses. Similar compensation analyses are an integral part of every Affirmative Action Plan developed by EEOLogic. For more information regarding EEO Logic, click here or on the EEO Logic icon to the left.
Let EEO Logic and EEO Guidance, Inc.® help your company comply with the government regulations in the vital areas of Equal Employment Opportunity and Affirmative Action.
As the newest prong to the EEO/AA Connection, EEO Advisors provides additional resources for all of your equal employment and affirmative action needs. Jan Riha has 32 years of experience in this field, including 15 years with the OFCCP. She has the knowledge and experience to effectively develop all aspects of your affirmative action program and provide detailed technical assistance throughout all stages of an OFCCP audit. She is also an experienced presenter and is available as a speaker for your group or to provide training to your staff.
Direction Management Consulting
Brown, President of Timely Direction, helps organizations and individuals
reach their full potential through corporate and business coaching,
leadership development, human resource planning, assessments and
professional development training. We identify goals
that are right for you, your leaders and your business.
work closely with your team to clarify their strengths and align
their action with organizational objectives. We then help
them design and implement a plan to achieve business
results. TIMELY DIRECTION is the link between knowing what your
want for your company, and actually making it happen. (see:
Contact Us Link)
Tolbert-Yancy, President of Jotoski Consulting, offers her expert
services in Employment Discrimination Complaints/Charges Investigations. Jotoski
Consulting provides thorough objective investigative services of
internal complaints and charges filed with the Equal Employment
Opportunity Commission and similar state and local Fair Employment
Practices agencies. For more information on these services or other
services provided by Jotoski Consulting, you can contact Joann through
this website (see: Contact Us Link).