Our live and pre-recorded web workshops help employers stay on top of the latest developments and catch up on topics of interest.
To help CWC members prepare for the upcoming EEO-1 filing season, CWC will be facilitating a Web Workshop with representatives from the EEOC’s Office of Enterprise Data and Analytics (OEDA) on Thursday, March 31, 2022, at 1:00 p.m. eastern daylight time. Expected topics will include updates on the filing procedures and specifications for the upcoming EEO-1 cycle, along with upcoming changes and improvements to the EEO-1 filing system itself. Registration is now available online.
Time permitting, OEDA will address as many questions as possible. OEDA asks that all questions be submitted in advance of the presentation. CWC members interested in submitting questions can send them to Danny Petrella (email@example.com) by March 11, 2022.
Recorded February 24, 2022 | With the launch of OFCCP’s AAP-VI initiative, covered federal contractors and subcontractors, including those organizations that have Functional Affirmative Action Programs (FAAPs), will be required to register and certify annually in the AAP-VI Contractor Portal that they have developed and maintained their Affirmative Action Programs (AAPs) to demonstrate compliance with OFCCP’s regulatory obligations.
OFCCP’s launch of AAP-VI has prompted numerous questions, and this Web Workshop provides useful information to help CWC members fulfill their compliance obligations by:
This exclusive AAP-VI Web Workshop provides an opportunity for CWC experts to also answer members’ questions about this new compliance initiative.
President Biden has signed an Executive Order increasing the minimum wage to $15 per hour for workers under certain federal contracts. In this web workshop, we’ll summarize the new requirements and identify how the new Order departs from existing federal contractor wage mandates. CWC’s compliance policy experts will also engage in Q&A with the audience throughout the presentation.
The U.S. Census Bureau recently released its 2014-2018 EEO Tabulation, which is a collection of detailed occupational data tables that organizations use to develop labor market availability estimates for their corporate equal employment opportunity, affirmative action, and diversity and compliance programs.
This latest EEO Tabulation replaces the 2006-2010 EEO Tabulation organizations have used for the past eight years, and will serve as the primary source of benchmark data for comparing the race, ethnicity, and gender composition of an organization’s internal workforce to the current external labor market within a specified geographic area and job category.
This web workshop will evaluate key changes to the EEO Tabulation, explore interesting facts and figures from the 100+ data tables with the EEO Tabulation, and discuss when and how the new file can be integrated into federal contractors AAPs. CWC’s compliance policy experts will also engage in Q&A with the audience throughout the presentation.
Late in 2020, California passed a new law requiring employers to collect and annually report their employees’ pay data based on race, ethnicity, and sex, by March 31 the following year. This new pay reporting requirement is similar to the federal EEO-1 “Component 2” reporting that has since been discontinued.
As CWC's members prepare for the inaugural filing of this report, this workshop provides a review of key California Pay Reporting filing requirements and definitions, and discusses common questions to help prepare employers to comply.
CWC’s compliance policy experts will also engage in Q&A with the audience throughout the presentation.
OFCCP has finalized significant changes to its regulations in an effort to codify, for the first time, a formal set of rules the agency must follow when alleging unlawful discrimination discovered during a compliance evaluation.
The rule establishes a framework regarding how discrimination allegations are identified, documented, and communicated to federal contractors, through the use of predetermination notices (PDNs) and notices of violation (NOVs), and will have major implications for federal contractors undergoing a compliance review.
CWC experts evaluated the pros and cons of the new rule and discussed the potential implications for CWC members moving forward.
How will the 2020 elections influence the development of federal employment policy? Join CWC Senior Vice President of Policy and Assistant General Counsel, Mike Eastman, for a discussion of how the election results will impact employment policy development on Capitol Hill and in the federal agencies responsible for regulating the workplace.
The COVID-19 pandemic has had a major impact on the traditional workplace, with many employees who did not previously telework now working remotely. All indications are that this trend may continue in some instances even after stay-at-home orders are eventually lifted by state and local governments. For federal contractors subject to the requirements enforced by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), this has raised some questions about how they should account for workers who have or will become telework employees in meeting the company’s compliance obligations. This web workshop offered a fresh look at the rules regarding how many affirmative action programs federal contractors must maintain, how to properly assign employees to an affirmative action program, and in particular the options available for remote workers.
CWC members were abuzz with questions regarding OFCCP’s new Form CC-305, as well as the agency’s new FAQ regarding how to handle employees who self-identify in a gender other than male or female. From race, ethnicity, and gender, to disability, veteran, and LGBT status, this primer explained the proper format, timing, and use of self-identification data for compliance, diversity, and risk management purposes, and included a review of sample forms and templates for collecting these data.
CWC experts also engaged with the audience for Q&A regarding the mandatory five-year resurvey of employees’ disability status, OFCCP’s non-binary FAQ, and other topics of interest to the membership.
The Labor Department’s Office of Federal Contract Compliance Programs (OFCCP) released three new directives in Spring 2020 aimed at further improving the efficiency of its compliance evaluation procedures:
In this Web Workshop, CWC’s contract compliance experts analyze all three directives and discuss how they can be effectively utilized and implemented by federal contractors and compliance practitioners during OFCCP compliance evaluations.
The dramatic impact of the coronavirus on business operations has created an environment where many employers are considering significant layoffs. Federal laws requiring employers to provide advanced notice of layoffs have limited exceptions, such as for unforeseen business circumstances. But these must be carefully navigated. In this web workshop, CWC experts discussed considerations that should be top of mind for businesses considering unexpected layoffs. Recorded April 2, 2020.
Congress passed legislation in March 2020 establishing two new federal leave mandates related to the coronavirus outbreak. Some state and local jurisdictions already had laws that required leave for pandemic outbreaks and others are adopting more. This web workshop walks through what we know about the new federal leave mandates and summarizes similar state and local protections. Recorded March 26, 2020.
Join us for an update on state medical marijuana laws and a Q&A with CWC’s medical marijuana compliance expert on navigating ever evolving state requirements. Our discussion will focus on state employment discrimination protections and best practices to minimize employer risk.
The Department of Labor’s Wage and Hour Division has proposed three significant changes to regulations implementing the Fair Labor Standards Act related to overtime eligibility, proper calculation of overtime, and determination of joint employer status. In this web workshop, CWC's experts summarize the proposed changes and how their adoption could impact employers.
In 2016, the EEOC approved significant changes to the EEO-1 reporting requirement that would mandate employers to report summary pay and hours worked data, but the Trump Administration put that requirement on hold. A ruling by a federal district court, in March 2019, suggests that employers will have to file these additional data in the near future. This workshop provides a review of the 2016 revisions and discusses common questions to help prepare employers to comply.
As we approached the release of OFCCP’s 2019 audit cycle, the contractor community was abuzz with anticipation (and perhaps some anxiety) about OFCCP’s “focused reviews” of compliance with Section 503 of the Rehabilitation Act. Fear not, in this “how to” web workshop, CWC’s contract compliance staff led member organizations through a step-by-step approach on preparing for these reviews. We also answered some of the most frequently asked questions on changes to OFCCP’s CSAL process and engaged CWC members with live Q&A on the compliance challenges they are experiencing.
In this November 13, 2018 Member Webcast, CWC Senior Vice President of Policy and Assistant General Counsel, Mike Eastman, led a discussion of how changes in Congress will impact employment policy development on Capitol Hill and in the federal agencies responsible for regulating the workplace.
Performing periodic self-audits for wage and hour compliance can go a long way in helping employers mitigate their legal risks and ensure their policies and practices are up to date. But if a self-audit is conducted without a proper game plan, including buy-in from senior leadership, it can actually magnify an employer’s Fair Labor Standards Act risks rather than mitigate them. This web workshop will identify the five most important considerations – and the strategic decisions that go with them – for employers to understand and address before undertaking any self-audit of their FLSA compliance and risk.
The Labor Department's Wage and Hour Division has announced a new pilot program – the Payroll Audit Independent Determination (PAID) Program – to help employers resolve potential wage and hour violations identified through a self-audit. In this members-only webcast, CWC staff and officials from DOL’s Wage and Hour Division will explain the program’s requirements, describe how employers can participate, and answer key questions. The webcast also will outline the main issues and concerns for employers to consider when deciding whether the new PAID program is right for them.
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