15th Annual Compliance Conference
November 15-16, 2012
Black Canyon Conference Center, 9440 N. 25th Ave., Phoenix, AZ
Registration includes lunch and all materials
November 15-16, 2012
Black Canyon Conference Center, 9440 N. 25th Ave., Phoenix, AZ
Registration includes lunch and all materials
Sponsored by:
Conference PowerPoint Slides:
PRE-CONFERENCE - November 15, 2012
Theory & Fundamentals of Adverse Impact & Compensation Analyses
PRE-CONFERENCE - November 15, 2012
Theory & Fundamentals of Adverse Impact & Compensation Analyses
HRCI Credits: 13 General Credit Hours PENDING
Patrick is the Executive Vice President of Biddle Consulting Group, Inc., a firm that specializes in the areas of EEO/AA compliance, test validation and development, compensation analysis, litigation support, and software development. Patrick has over 17 years of experience in the EEO/AA industry and has worked with hundreds of clients of all sizes to develop their Affirmative Action Plans and support them during audits. He has conducted training in cities across the nation and has authored numerous articles and software programs in the areas of affirmative action, disparate impact, test validation, compensation analysis, and EEO. Patrick is also the primary author and editor for the book titled, Compensation Analysis: A Practitioner’s Guide to Identifying and Addressing Compensation Disparities.
Dan Kuang, Ph.D.,
Vice President,
Legal & Audit Support Services
Biddle Consulting Group, Inc.
Speaker Bio
Vice President,
Legal & Audit Support Services
Biddle Consulting Group, Inc.
Speaker Bio
Patrick M. Noreen, Ph.D.,
Executive Vice President
Biddle Consulting Group, Inc.
Speaker Bio
Executive Vice President
Biddle Consulting Group, Inc.
Speaker Bio
Formerly Arizona Affirmative Action Association (QuadA)
Arizona Industry Liaison Group – AZilg
Dan Kuang, Ph.D., has several years of experience developing and validating tests and measures for personnel selection and performance assessment. Additionally, Dr. Kuang has considerable experience evaluating, supporting, and challenging employment practices, procedures, and tests in the context of litigation support. His expertise in applied statistics is firmly grounded by his years of experience in high-stakes educational testing and medical health research. In his current role, his primary responsibility is to ensure that clients are in compliance with Federal guidelines and regulations, and are positioned to respond to external legal threats and challenges.
COMPLIANCE CONFERENCE - November 16, 2012
OFCCP Updates
Marvin Jordan
Phoenix District Director
OFCCP
Speaker Bio
Phoenix District Director
OFCCP
Speaker Bio
Rayford O. Irvin
Phoenix District Director
EEOC
Speaker Bio
Phoenix District Director
EEOC
Speaker Bio
“Progress in Pursuit of Workplace Equality: An EEOC Update”
Workplace equality remains elusive to many in our society today, but EEOC and forward thinking employers remain committed to leveling the playing field for all employees. At the end of fiscal year 2011, EEOC had received 99,947 charges of employment discrimination, a record high. In FY2012, EEOC continued its focus on systemic discrimination as well as individual cases of discrimination. EEOC also issued several new pieces of guidance including the updated guidance on use of arrest and conviction records in the workplace. In April 2012, the Commission issued its decision in a federal employer case stating discrimination based on transgender is recognized under Title VII. Join us on November 16th to hear directly from the EEOC Phoenix District Director about what to expect from EEOC in FY2013!
Rayford Irvin serves as the District Director for the Phoenix District Office of the Equal Employment Opportunity Commission (EEOC) which has jurisdiction in Arizona, Colorado, New Mexico, Utah and Wyoming. Prior to his appointment as District Director in October 2010, he was the Deputy Director and Acting Director for the EEOC Phoenix District Office.
Workplace equality remains elusive to many in our society today, but EEOC and forward thinking employers remain committed to leveling the playing field for all employees. At the end of fiscal year 2011, EEOC had received 99,947 charges of employment discrimination, a record high. In FY2012, EEOC continued its focus on systemic discrimination as well as individual cases of discrimination. EEOC also issued several new pieces of guidance including the updated guidance on use of arrest and conviction records in the workplace. In April 2012, the Commission issued its decision in a federal employer case stating discrimination based on transgender is recognized under Title VII. Join us on November 16th to hear directly from the EEOC Phoenix District Director about what to expect from EEOC in FY2013!
Rayford Irvin serves as the District Director for the Phoenix District Office of the Equal Employment Opportunity Commission (EEOC) which has jurisdiction in Arizona, Colorado, New Mexico, Utah and Wyoming. Prior to his appointment as District Director in October 2010, he was the Deputy Director and Acting Director for the EEOC Phoenix District Office.
“Preparing for Job Listing and Outreach in the Post-Election Compliance Landscape”
The OFCCP has proposed sweeping changes in the job listing, data tracking and analytical framework mandating specific actions federal contractors must take to be compliant in support of affirmative action to recruit protected veterans and individuals with disabilities. The presentation provides an overview of the changes, discusses the potential scenarios of passage of the legislation and its impact on federal contractors, and how to prepare for any changes in the post-election era
Rathin Sinha is the President of America’s Job Exchange (AJE), a leading provider of online recruitment advertisement and compliance services. Rathin founded AJE as a continuation of America’s Job Bank (AJB) after the retirement of the US Labor Department funded AJB program. An industry veteran, Rathin is a frequent contributor to industry conferences and publications covering a broad range of topics such as internet recruitment, on-line marketing and technology.
The OFCCP has proposed sweeping changes in the job listing, data tracking and analytical framework mandating specific actions federal contractors must take to be compliant in support of affirmative action to recruit protected veterans and individuals with disabilities. The presentation provides an overview of the changes, discusses the potential scenarios of passage of the legislation and its impact on federal contractors, and how to prepare for any changes in the post-election era
Rathin Sinha is the President of America’s Job Exchange (AJE), a leading provider of online recruitment advertisement and compliance services. Rathin founded AJE as a continuation of America’s Job Bank (AJB) after the retirement of the US Labor Department funded AJB program. An industry veteran, Rathin is a frequent contributor to industry conferences and publications covering a broad range of topics such as internet recruitment, on-line marketing and technology.
Rathin Sinha
CEO
America's Job Exchange
Speaker Bio
CEO
America's Job Exchange
Speaker Bio
“What Does Your Data Say? - Defending An EEOC/OFCCP Statistical Analysis Of Your Employment Practices”
Although employers are making great efforts to create an inclusive workforce, their employee data, if inaccurate or analyzed incorrectly may say differently. Ms. Call will provide guidance on what employers should expect when the EEOC or OFCCP requests a substantial amount of data about one or more of their employment practices and how to respond to such requests to facilitate an accurate statistical analysis by the agency. Ms. Call also will focus on the difficulties with responding to challenges to pay practices, and provide recommended best practices. Specifically, this presentation will address (1) preparing your data for submission to the agency; (2) when and how you should conduct your own analyses before providing data to the agency; (3) what other information should be provided to the agency with your data submittal; and (4) fostering a positive and cooperative dialogue with the agency to facilitate a positive outcome.
Although employers are making great efforts to create an inclusive workforce, their employee data, if inaccurate or analyzed incorrectly may say differently. Ms. Call will provide guidance on what employers should expect when the EEOC or OFCCP requests a substantial amount of data about one or more of their employment practices and how to respond to such requests to facilitate an accurate statistical analysis by the agency. Ms. Call also will focus on the difficulties with responding to challenges to pay practices, and provide recommended best practices. Specifically, this presentation will address (1) preparing your data for submission to the agency; (2) when and how you should conduct your own analyses before providing data to the agency; (3) what other information should be provided to the agency with your data submittal; and (4) fostering a positive and cooperative dialogue with the agency to facilitate a positive outcome.
Elizabeth A. Schallop Call
Steptoe & Johnson LLP
Counsel
Speaker Bio
Steptoe & Johnson LLP
Counsel
Speaker Bio
Keynote
"Diversity - Generational Differences"
Ronald C. Glover is IBM’s Vice President, Diversity & Workforce Programs, Human Resources, with worldwide responsibility for diversity & workforce programs.
"Diversity - Generational Differences"
Ronald C. Glover is IBM’s Vice President, Diversity & Workforce Programs, Human Resources, with worldwide responsibility for diversity & workforce programs.
Ron Glover
VP-Global Compliance/ Diversity Inclusion
IBM Corporation
Speaker Bio
VP-Global Compliance/ Diversity Inclusion
IBM Corporation
Speaker Bio
“The New Census Data & AA Compliance: Understanding the Impact!”
This session will focus on the new census data and its impact on affirmative action compliance. Participants will be introduced to the American Community Survey (ACS), the tool used to collect the race, gender, and occupation data. Attendees will receive an expert comparison of the 2000 census data versus the 2010 ACS data, and leave with a better understanding of how these changes may impact affirmative action plans, as well as HRIS systems.
As Manager of Training, Nicole Butts, SPHR, is responsible for the design, development, implementation, and evaluation of all Berkshire Associates Inc.’s training programs. Creating and facilitating leading training sessions for over ten years, Nicole shares her expertise with HR professionals on topics that matter the most to them. By merging her human resource knowledge and interpersonal communication skills together, Nicole is able to engage her audience—providing unmatched insight and education to colleagues across the country.
This session will focus on the new census data and its impact on affirmative action compliance. Participants will be introduced to the American Community Survey (ACS), the tool used to collect the race, gender, and occupation data. Attendees will receive an expert comparison of the 2000 census data versus the 2010 ACS data, and leave with a better understanding of how these changes may impact affirmative action plans, as well as HRIS systems.
As Manager of Training, Nicole Butts, SPHR, is responsible for the design, development, implementation, and evaluation of all Berkshire Associates Inc.’s training programs. Creating and facilitating leading training sessions for over ten years, Nicole shares her expertise with HR professionals on topics that matter the most to them. By merging her human resource knowledge and interpersonal communication skills together, Nicole is able to engage her audience—providing unmatched insight and education to colleagues across the country.
Nicole Butts, SPHR
Training Manager
Berkshire Associates, Inc.
Speaker Bio
Training Manager
Berkshire Associates, Inc.
Speaker Bio
“Progress in Pursuit of Workplace Equality: An EEOC Legal Update”
The EEOC legal team worked diligently in Fiscal Year 2012 to level the playing field on behalf of workers. The Phoenix District Office resolved litigation on behalf of individuals alleging they were discriminated against because of their hearing impairment, neck impairment, HIV status, Fibromyalgia, and intellectual disabilities. Once again, several lawsuits were resolved involving sexual harassment. The victims of sexual harassment or retaliation were both men and women. The legal team also resolved a lawsuit against a school district that alleged the retirement plans disadvantaged older workers. Hear more about these cases as well as others from Regional Attorney, Mary Jo O’Neill.
Mary Jo O’Neill is the current Regional Attorney for the Phoenix District Office of the Equal Employment Opportunity Commission, which includes Arizona, Utah, New Mexico, Colorado, and Wyoming. She currently manages a legal staff of 25 employees, litigates employment discrimination cases in federal court in the five states she has responsibility for, advises her enforcement colleagues, and is a frequent trainer/speaker for the EEOC, bar associations, employer groups, and community organizations.
The EEOC legal team worked diligently in Fiscal Year 2012 to level the playing field on behalf of workers. The Phoenix District Office resolved litigation on behalf of individuals alleging they were discriminated against because of their hearing impairment, neck impairment, HIV status, Fibromyalgia, and intellectual disabilities. Once again, several lawsuits were resolved involving sexual harassment. The victims of sexual harassment or retaliation were both men and women. The legal team also resolved a lawsuit against a school district that alleged the retirement plans disadvantaged older workers. Hear more about these cases as well as others from Regional Attorney, Mary Jo O’Neill.
Mary Jo O’Neill is the current Regional Attorney for the Phoenix District Office of the Equal Employment Opportunity Commission, which includes Arizona, Utah, New Mexico, Colorado, and Wyoming. She currently manages a legal staff of 25 employees, litigates employment discrimination cases in federal court in the five states she has responsibility for, advises her enforcement colleagues, and is a frequent trainer/speaker for the EEOC, bar associations, employer groups, and community organizations.
Mary Jo O'Neill
Regional Attorney
Phoenix EEOC
Regional Attorney
Phoenix EEOC
“Creating an Inclusive Workplace: The Purpose of Affirmative Action Programs”
Consistent with the Conference theme: “Workplace Equality: Creating an Inclusive Workplace,” OFCCP will lead a discussion on the purpose of Affirmative Action Programs; the required quantitative analyses prescribed by the regulations at 41 CFR 60-2.11 through 41 CFR 60-2.16; and the additional Affirmative Action Program elements required by 41 CFR 60-2.17. Emphasis will be placed on assessing incumbency with respect to availability; when establishing placement goals are necessary; and the Good Faith Efforts OFCCP expects Federal contractors and subcontractors to take toward achieving established placement goals.
Consistent with the Conference theme: “Workplace Equality: Creating an Inclusive Workplace,” OFCCP will lead a discussion on the purpose of Affirmative Action Programs; the required quantitative analyses prescribed by the regulations at 41 CFR 60-2.11 through 41 CFR 60-2.16; and the additional Affirmative Action Program elements required by 41 CFR 60-2.17. Emphasis will be placed on assessing incumbency with respect to availability; when establishing placement goals are necessary; and the Good Faith Efforts OFCCP expects Federal contractors and subcontractors to take toward achieving established placement goals.
Cody Cummings
Sr Compliance Officer
Phoenix OFCCP
Timothy Cox
Compliance Officer
Phoenix OFCCP
Sr Compliance Officer
Phoenix OFCCP
Timothy Cox
Compliance Officer
Phoenix OFCCP
