Confirmed and Anticipated Changes for the 2020 Census and Beyond

Posted by Sonia Chapin, SPHR, SHRM-SCP on October 8 2018

It is almost time for the decennial census. While this survey of the American population is no longer used specifically in Affirmative Action Plans, some area of controversy surrounding the Census may make their way into the requirements for federal contractors—or at least for employers as the workforce continues to become more diverse. While this post discusses possible changes, it’s important to note nothing is final as of this writing, as at least six lawsuits are currently challenging the 2020 census form.

WANTO Grants Help to Expand Pathways for Women in Apprenticeship and Nontraditional Occupations

Posted by Michele Hester, SPHR, SHRM-SCP, Senior Manager, Client Services on July 26 2018

On July 17, 2018, the U.S. Department of Labor Women’s Bureau announced that grants ranging from $250,000 to $500,000 would be awarded to as many as six recipients under the WANTO grant program. Women in Apprenticeship and Nontraditional Occupations (“WANTO”) is a technical assistance grant program available to eligible Community-Based Organizations (CBOs) who apply as a single applicant or as part of a consortium of CBOs. The purpose of the program is to encourage employers and labor unions to employ women in industries where women have traditionally been underrepresented, or concentrated in lower-paying jobs, such as manufacturing or IT, by:

Census Bureau Releases Updates on Race Categories for 2020 Census

Posted by Sonia Chapin, SPHR, SHRM-SCP on February 14 2018

As previously reported, the Census Bureau was considering adding a new race category of Middle Eastern or North African to the 2020 census form. Currently, individuals with ethnic origins in Europe, the Middle East, and North Africa are classified as White in the census data. Recently, the Bureau announced that after collecting public input on adding a new race, it has decided to keep the existing two-question format and will report on the Office of Management and Budget’s existing five race categories (American Indian or Alaskan Native, Asian, Black or African American, Native Hawaiian or Other Pacific Islander, White), on the 2020 form. Respondents will have the ability to designate more than one race group.

Retailer Bass Pro agrees to $10.5 million Settlement with EEOC

Posted by Cindy Karrow, SPHR, SHRM-SCP, Senior HR Consultant on August 1 2017

On July 26, 2017, the U.S. Equal Employment Opportunity Commission (EEOC) announced a $10.5 million settlement with Bass Pro Outdoor World, LLC for an alleged hiring discrimination and retaliation lawsuit filed by the agency almost six years ago, on September 21, 2011.

OFCCP and Kappler, Inc. Settle Steering Claims

Posted by Rachel Rubino, MS, SPHR, SHRM-SCP on May 26 2017

In May 2017, Office of Federal Contract Compliance Programs (OFCCP) entered into a conciliation agreement with Guntersville, AL protective clothing supplier Kappler, Inc., to settle allegations of steering within its hiring process. The agreement alleges that between December 2012 and December 2014, Kappler, Inc. failed to consider female applicants for Cutter and Floor Worker positions, while placing only female applicants in Sewer positions.

White House Will Not Rescind LGBT Executive Order

Posted by Kristyn Hurley, SPHR, SHRM-SCP, Managing Consultant on February 2 2017

On January 31, 2017, the White House shared that President Trump will not override the Executive Order (EO) signed during the Obama administration providing workplace protections for LGBT employees working on federal contracts. EO 13672, signed by President Obama in 2014, extended existing EO 11246 protections for federal contract employees to also prohibit employment discrimination based on sexual orientation and gender identity. When the order was signed by President Obama, it applied to 28 million workers, or about a fifth of America’s workforce. OFCCP subsequently issued regulations to implement EO 13672, which can be found at https://www.dol.gov/ofccp/LGBT.html. In announcing that the new administration would not rescind these protections, the White House stated President Trump “is determined to protect the rights of all Americans, including the LGBTQ community.”

Wrapping up the AAP Year – What do I do now?

Posted by Cindy Karrow, SPHR, SHRM-SCP, Senior HR Consultant on December 15 2016

It is time to wrap up 2016 and put a bow around it. This has been an eventful year for many reasons—one of which was the impact of increased pressure on federal contractors and sub-contractors from OFCCP. Many of you have Affirmative Action Programs (AAP) that are effective January 1, 2017. As you wrap up 2016 here are some issues to keep in mind:

Making Your Data List & Checking it Twice! Best Practices to Prepare Your Data for 2017

Posted by Stephanie Meyers, Associate HR Consultant on December 12 2016

The end of the year is quickly approaching and before you know it the time will come to start gathering data for 2017 Affirmative Action Plans (AAPs). Here are a few data tips to make your transition into 2017 go smoothly.

EEOC Wraps up Fiscal Year 2016: How did They do?

Posted by Michiko Clark, Associate HR Consultant on December 7 2016

The Equal Employment Opportunity Commission (EEOC) released its 2016 Fiscal Year (FY) Performance Report. In this report, the EEOC talks about its FY 2016 accomplishments, which ended on September 30. As an overview, the EEOC secured more than $482.1 million for discrimination victims in the private sector, state, and local governments. This number included $337.9 million that was secured through mediations, conciliations, and settlements; $52.2 million secured through agency litigations; and $84 million secured for federal employees and applicants. The agency also secured significant changes to alleged discriminatory practices to prevent future discriminatory conduct.

Government’s New Online Complaint Filing Tool and What it Means for Employers

Posted by Michiko Clark, Associate HR Consultant on December 5 2016

The White House recently rolled out a new online tool (www.worker.gov) that allows employees to file various types of complaints against their employer. This site also was designed to inform individuals of their employment rights. According to the White House, the website was created to assist individuals “who have had wages stolen, have been injured on the job, faced discrimination, or were retaliated against for seeking better wages or work condition,” file complaints against their employers.