2011 - Understanding Equal Employment Opportunity (EEO) and Affirmative Action - Webinar By TrainHR

Overview : This webinar provides an update on EEO and affirmative action laws and discusses trends in enforcement, claims and litigation, and liabilities.

As the EEOC and the OFCCP hone their initiatives and activities to ensure compliance, address systemic discrimination, respond to changes in the work force and workplace, and react to employment conditions brought about by the recession, organizations must be proactive in their compliance activities and vigilant in their oversight to identify and correct noncompliance. This webinar reviews effect employment discrimination prevention and risk management practices.

This webinar also discusses EEO and affirmative from a business opportunity perspective. In the global marketplace, work force diversity and inclusion have become a business imperative. Responding to the needs of a diverse customer base requires a diverse work force that is committed to the organization's success and engaged in helping the organization create value through its human capital. Positive EEO and affirmative action can give organizations a competitive advantage through increased customer satisfaction and employee engagement.

Why you should attend: In fiscal year 2010, almost 100, 000 new claims of discrimination were filed with the EEOC and state fair employment agencies. During the same period the EEOC filed more than 271 enforcement lawsuit. The dollar amount of settlements and awards from these actions was more than $400 million.

The revenue/earnings impact of EEO violations can be significant. Companies with a 6% profit margin will have to generate $1,667,000 in new sales to offset the cost of a $100,000 settlement or award. For publicly-traded companies the magnitude of potential liabilities and the amount of lost revenue from non-compliance can impact the organization's valuation and may have to be reported as a material risk. Further, companies with a history of substantial discrimination related liabilities may have lower credit scores, higher borrowings costs, and higher insurance premiums.

Areas Covered in the Session:

The five Critical Components of HR Audits

Inherent, residual, and material human capital risks

Human capital risks to financial statements

HR auditing techniques to improve HR management performance and reduce liabilities;

Effective HR audit plan.

Who Will Benefit:

HR Professionals

Compliance Officers

Risk Managers

Internal Auditors

Supervisors

Managers