Every presidential change brings change to OFCCP and the Biden Administration is no exception.  OFCCP’s new Director Jenny Yang was appointed and at work on the first day of President Biden’s term taking stock of where the agency is and setting the direction for the future.  In this session we’ll examine OFCCP’s current leadership structure, audit trends and agency priorities. We’ll explore how these changes are likely to impact your organization and its Affirmative Action compliance responsibilities.

Learning objectives: 

• OFCCP Audit Trends
• Anticipated Policy Priorities
• What to expect in the new Fiscal Year

As Chief Operating Officer at HudsonMann, Allen Hudson helps employers develop compliant Affirmative Action Programs and defend them in OFCCP audits.   Allen also leads the compliance training and communications functions at HudsonMann.  This includes monitoring changing regulations to ensure that all training materials, compliance resources and communications are up-to-date.

Allen holds a BA from St. John’s College and is dually certified as a Professional in Human Resources by the Human Resource Certification Institute (HRCI) and SHRM.  He currently serves on the board of the South Carolina Industry Liaison Group.

Many businesses are not aware that their company is a federal contractor and/or subcontractor, and that they have 120 days from the signing of the federal contract to develop a written Affirmative Action Program (AAP). Not knowing could cost you time and money.

Non-compliance with the AAP requirement is about to become an even more serious problem as OFCCP embarks on the planned AAP Verification Initiative this year where all federal contractors and subcontractors must certify online on an annual basis that they have developed and are maintaining an Affirmative Action Program.

Join Circa as we do a deep dive into federal contractor coverage, OFCCP obligations, AAP compliance, what the OFCCP’s AAP Verification Initiative is all about, and its status.

With OFCCP at the cusp of announcing AAP Verification, it is imperative to know if your company is a federal contractor and/or subcontractor and what your obligations are to the OFCCP.

Roselle Rogers, SPHR, SHRM-SCP, is the Vice President for Diversity, Equity, and Inclusion at Circa, formerly LocalJobNetwork™ with responsibility for leading its DEI program and thought leadership initiatives. She is a subject matter expert in HR and OFCCP Compliance, affirmative action, EEO, and diversity; and frequently speaks on these topics at various HR conferences and webinars, educating and keeping federal contractors abreast of trends and recent developments in OFCCP/AA/EEO compliance. Prior to this role, Rogers was responsible for the company’s compliance and sales support operations, contractual and legal affairs, corporate training, facilities management, as well as special projects. She has more than 27 years of HR experience and is certified as a Senior Professional in Human Resources (SPHR) and SHRM – Senior Certified Professional (SHRM-SCP). She is a member of the Milwaukee and Chicago chapters of the Industry Liaison Group (ILG), a presenter on the LJN OFCCP webinar series, is the lead editor of the LJN publication, The OFCCP Digest, and an in-house expert on the online forum Ask the Experts. She has served as a Director on the Metro Milwaukee (MM) SHRM Board, chaired the MM SHRM Certification Committee, and facilitated the SHRM SPHR/PHR Certification course for three years.

Roselle is a graduate of the University of the Philippines with a Bachelor’s degree in Economics and a Postgraduate Diploma in Human Resources Development from the Ateneo de Manila University. She currently volunteers her time as a Director on the Board of the UP Alumni Association of Wisconsin.

Creating a Successful Talent Network will address Section 503 and how this rule requires employers to take Affirmative Action to recruit, hire, promote, and retain talent with disabilities.  The presenters will discuss how to build better relationships with your partner network by using education, shared beliefs, communication, and more.

Kevin McCloskey is the Director of Partnership Development with Disability Solutions.  Kevin manages employer programs to recruit and hire talent with disabilities as well as trains employers and best prepare them for success. Kevin develops and manages talent partnerships for Disability Solutions’ clients by establishing relationships with federal, state and local partners in order to identify qualified talent with disabilities to fill their clients’ hiring needs.  Kevin is the lead consultant on the Pepsi ACT and Frito ACT projects and works with additional employers on their disability hiring programs.

Keith seeks to bridge the communication gap that frequently exists between community organizations serving jobseekers with disabilities and employers.  Keith works closely with community organizations to help them find the best talent match for Disability Solution’s clients’ open roles.  Keith also manages many employer relationships for Disability Solutions, including Fortune 500 clients Bank of America and Synchrony.  He also conducts corporate trainings nationwide, advocating the business value of employing individuals with disabilities.  Prior to Disability Solutions, Keith spent 12 years in the private sector as an employer.

Summary Coming Soon.

Darrell E. Graham is the Director of the U.S. Equal Employment Opportunity Commission’s Atlanta District Office. Prior to this appointment, he served as the Deputy Director in the Atlanta District Office and the Director of the Richmond Local Office. He is also former Administrative Judge with the agency.

Mr. Graham received his bachelor’s degree in Political Science from the University of California at Berkeley and his Juris Doctorate from Washington University School of Law, located in St. Louis, Missouri.

Upon graduation from law school, Mr. Graham focused on antitrust, commercial, and employment matters at a large firm in Minneapolis. Building on this experience, he started his own firm with a former law school classmate and focused his practice primarily on civil rights litigation.

Mr. Graham taught criminal law courses to upper division students at the University of Missouri at St. Louis prior to commencing work as a trial attorney at the EEOC.

Over the past year and a half, a lot has changed in corporate America. When it comes to diversity, equity, and inclusion (DEI) many organizations have made renewed diversity commitments and have pledged billions to address racial justice.

In addition, COVID has also affected the way in which organizations engage with their employees around DEI and how they hope to meet strategic DEI goals.

In this talk, we will discuss the changes made across different organizations and industries and unpack some of the commitments and trends. More importantly, you will leave this webinar with a good understanding of what has worked and what hasn’t worked for organizations as they navigate our new normal.

This presentation will cover the following learning objectives:

• Identify effective and innovative DEI initiatives and best practices
• Categorize common DEI themes and trends within different industries

Amanda currently works with clients on D&I initiatives at HudsonMann. Prior to HudsonMann, Amanda worked in HR as a recruiter and a generalist. At the Charleston International Airport, she built and implemented a Performance Management system as part of her Project Management Professional (PMP) Credential.

Amanda also enjoys writing test questions with the Human Resource Certification Institute (HRCI) and is the Vice President of the HRCI certification council.

Amanda holds a Master’s Degree in Applied Social Psychology from Loyola University Chicago where she studied statistics and implicit prejudice and bias. In 2016, she had the privilege to be published in the journal Women & Therapy. Amanda continues to be passionate about diversity and inclusion as well as compensation analytics within HR. She hopes to continue to improve diversity and inclusion initiatives and working strategically with data in hand.

The OFCCP has increased focus on pay equity in compliance reviews, routinely running in-depth analysis and requesting extensive interviews on compensation systems. This webinar will update federal contractors on these trends and provide case studies of recent pay audits. We will review new OFCCP statistical methodologies for analyzing your pay systems for pay equity and discuss best practices for internal audits.

Learning objectives:

• Review Potential Pay Equity Focus Areas of New OFCCP Leadership
• Understand the Impact and Importance of Pay Analysis Groups
• Review Statistical Techniques for Analyzing Pay Data
• Understand How to Respond to Statistically Significant Pay Differences

Neil has been employed with HudsonMann since 1998.  Since that time, he has gained a thorough knowledge of affirmative action planning by completing and managing the completion of thousands of affirmative action plans for HudsonMann clients.  He also has extensive experience in affirmative action compliance gained through working directly with OFCCP officers on numerous compliance reviews.  All of these reviews received a 100% technical rating.

Neil is currently responsible for managing business development working with prospects and strategic partners to continue HudsonMann’s dynamic growth.   Both the OFCCP and HudsonMann clients consistently recognize him for achieving the highest level of customer service.

Before joining HudsonMann, Neil worked for SCANA and Nielsen Media.

Neil holds a Bachelor of Arts degree from the University of South Carolina and an MBA from the Citadel. He is dually certified as a Senior Professional in Human Resources by the Human Resource Certification Institute (HRCI) and SHRM.  Neil was honored by the Charleston Business Journal with the “40 under 40” award that recognizes business leaders who in their early careers have contributed to the Charleston area.