webinar with HRCI 2020

Education is a big part of our commitment to our users. Internet of talent acquisition is evolving rapidly, and so are the changes in regulatory compliance. As a top provider of products and services to job seekers and recruiters, we are committed to bring in the recognized industry experts to present their thoughts and share their expertise for our common learning through webinars, articles and blog posts. Our webinars are not veiled sales pitches, these are educational discussions on the topics of recruitmentdiversityofccp compliance, pay equity, ofccp audits and more. We believe that the more we know collectively, the better we can solve some of the toughest problems together. Below is a list of our recent webinars as well future webinars that might be open for registration. If you have not attended a session, send us an email at contact@jobfindah.com and we will notify you. All our webinars are complimentary. There are no fees to attend.

OFCCP Audits – Changed Rules and Changed Strategies for Success

Mickey Silberman, Esq. Shareholder, Silberman Law, PC.

In OFCCP audits, things have changed fast and in ways big and small. What does this mean for you and your company? A changed OFCCP means new rules to learn, understand and respond to ensure effective compliance and audit success. In this session, Mickey will practically and strategically “connect the dots” regarding OFCCP’s important audit changes. So join us as we break down what employers need to know now, and do, differently to protect their organizations. During this presentation participants will learn: (1) what OFCCP has changed in audits; (2) what remains the same in audits; (3) how to respond in audits to the OFCCP’s changed approach.

Mickey Silberman

Mickey Silberman is the founder of and a Shareholder with Silberman Law PC. For more than 25 years Mickey has represented employers throughout the nation and in every industry regarding affirmative action, OFCCP, pay equity, and Diversity & Inclusion. He is a nationally recognized expert in these areas. Mickey helps employers navigate the often tricky world of systemic EEO and he provides to his clients creative, practical and strategic counsel and legal representation.

Managing OFCCP Compliance During the Pandemic

Matthew Camardella, Principal and Co-Leader of the Affirmative Action Practice Group, Jackson Lewis P.C.

While the COVID-19 pandemic has slowed much of the country to a halt, the OFCCP has been as active as ever.  By scheduling audits, releasing CSALs, issuing new directives, and more, the OFCCP has ensured that federal contractors must remain vigilant, even while dealing with the greatest crisis in generations.  Join us for this 60-minute update on how the pandemic is affecting federal contractors and OFCCP compliance, where we will address issues such as audit deadline extensions, virtual on-sites, a new disability self-identification form, new OFCCP directives, and more.

Matthew Camardella

Matthew Camardella is a Principal in the Long Island, New York, office of Jackson Lewis P.C. He is the Co-Leader of the Affirmative Action Compliance and OFCCP Defense Practice Group. Mr. Camardella directs the preparation of more than 1,000 AAPs each year and has defended hundreds of OFCCP audits for a broad range of employers across the country. He also serves as the Practice Group lead on responding to OFCCP allegations of class-based discrimination. He regularly counsels clients about the design and implementation of company-wide AAP structures, applicant flow tracking systems, and other complex “real world” compliance issues. He spends significant time advising clients on their compensation practices and directing pay equity analyses. Mr. Camardella received J.D degree from Hosfstra University where he received award for excellence in Labor and Employment Law, and B.A degree in History from the College of Holy Cross. He was admitted to Practice in New York in 1999.

How to Prepare for OFCCP Compliance Audits in 2020.

By Shafeeqa Giarratani, Managing Shareholder, Ogletree Deakins

In addition to introducing several new programs, assistance handbooks and new directives, the Office of Federal Contractor Compliance Program (OFCCP) has significantly stepped up enforcement activities in 2019. It collected a record $40 million as settlements for employment and pay discrimination for the year. It also rolled out focused compliance reviews for section 503 and VEVRAA as well as increased overall volume of compliance reviews. Contractors are interested to know how they should comply with the changing regulatory landscape and prepare for agency’s examination of affirmative action, recruitment practices and compliance reviews (audits) in 2020. Shafeequa Giarratani, a recognized industry expert and the managing shareholder of the Austin office of the national law firm Ogletree Deakins will discuss what federal contractors should expect in 2020 and how best they can prepare for success in a compliance audit.

shafeeqa-watkins-giarratani

Shafeeqa Giarratani is the managing shareholder of the Austin office of Ogletree Deakins. She represents employers in federal and state court, and before administrative and regulatory agencies such as the Equal Employment Opportunity Commission, the Texas Workforce Commission, and the Office of Federal Contract Compliance Programs. Shafeeqa advises federal contractor clients on affirmative action, legislative and regulatory changes affecting employment matters for federal contractors and Office of Federal Contract Compliance Program (OFCCP) compliance issues, from developing affirmative action plans to representing companies during the audit process. Shafeeqa earned her J.D. with honors from the Harvard Law School, and A.B. degree, with honors, from Harvard University.

Recruitment Process and Record keeping Best Practices for Affirmative Action Compliance

Beth Montgomery, Director and Carolyn Bensel, Senior Consultant, OutSolve LLC

To protect from the business risks of litigation and penalties, every contractor should ensure that their recruitment process and record-keeping practices are designed, implemented and consistently followed for affirmative action compliance. The risks of a complaint from a disgruntled employee or unsuccessful applicant, or even worse, a negative regulatory audit finding, can be very expensive and damaging to a contractor. Our presenters will review the drivers of such risks and then outline the best practices HR professionals can follow to mitigate them risks through proper applicant tracking and disposition techniques of applicant pools, as well as proper use of the applicant definition, and social media principles. The attendees will gain a clear understanding of this immensely important topic while also learning practical best practices to effectively mitigate risks and successfully navigate the compliance landscape.

Beth Montgomery, Outsolve

Beth Montgomery is the Director of Affirmative Action at OutSolve, a nationally reputed affirmative action consulting firm, where she guides clients in designing and monitoring their affirmative action programs. A graduate of the University of Louisville, Beth is an expert in affirmative action planning and OFCCP compliance with special expertise in EO 11246, Section 503, VEVRAA and Compliance audits. Prior to joining OutSolve as a Senior Consultant, Beth was a Director of Affirmative Action for a Fortune 300 federal contractor where she managed an affirmative action program for 100,000+ employees and successfully coordinated hundreds of OFCCP audits.

Carolyn Bensel, Ousolve

Carolyn Bensel is Senior Consultant, also at OutSolve, where she helps clients across multiple industries in designing and implementing affirmative action planning and OFCCP compliance programs. A graduate of Cornell University, Carolyn brings more than two decades of experience and expertise. Prior to joining Outsolve, Carolyn also worked as the Director of Affirmative Action for an HR consulting firm, assisting clients from various industries across the country in the development and implementation of their own Affirmative Action programs.

How to Conduct an Effective Pay Equity Analysis

Mickey Silberman, Shareholder and Chair of Pay Equity Group, Fortney & Scott, LLC

The focus on pay equity is here and continues to grow. In response, more and more employers are making the decision to conduct proactive pay equity analyses, hoping to find unexplained pay gaps and make often very substantial pay adjustments in the hopes of closing those gaps. But too many employers are rushing to conduct – either themselves or by outsourcing to a consultant – analyses that produce inaccurate and often misleading results. And then they make pay adjustments that do not fix the underlying issues that created and perpetuate those gaps. So how do we get this right? Join us to learn how to design and conduct an effective pay equity analysis that uncovers pay gaps and provides practical results employer can use to address those gaps.

Mickey Silberman

Mickey Silberman, Esq. is a Shareholder with Fortney & Scott LLC and Chair of the firm’s Pay Equity Practice Group. Mickey is a nationally recognized expert and public speaker on pay equity and systemic pay discrimination. For more than 25 years Mickey has helped employers navigate the tricky world of EEO compliance and helps employers get pay equity “right.” 

How to Leverage AAP Statistics for Diversity and Inclusion?

Matthew Camardella, Principal  and Michael Giarratano, Associate. Jackson Lewis, P.C. 

Federal affirmative action contractors and sub-contractors are required to collect and analyze a plethora of data related to applicants and employees.  When analyzed under privilege, data on hires, promotions and terminations that is often collected for affirmative action purposes can give great insight into an organization’s diversity and inclusion successes, and challenges.  This session will explore using AAP data to investigate these and other areas that are important for the achievement of diversity and inclusion and discuss practical ways to use existing data to develop plans for addressing and monitoring your organization’s D&I efforts.

Matthew Camardella | Jackson Lewis

Matthew Camardella is a Principal in the Long Island, New York office of Jackson Lewis P.C., and Co-Chair of the Firm’s Affirmative Action Compliance and OFCCP Defense Practice Group.  He directs the preparation of more than 1,000 AAPs each year and has defended hundreds of OFCCP audits for a broad range of employers across the country.  In addition, Mr. Camardella serves as the Practice Group lead on responding to OFCCP allegations of class-based discrimination.  He spends significant time counseling clients about the design and implementation of company-wide AAP structures, applicant flow tracking systems, compensation practices and other complex “real world” compliance issues. He received a B.A. from the College of the Holy Cross and graduated with honors from Hofstra University School of Law. 

Michael Giarratano | Jackson Lewis

Michael A. Giarratano is an Associate in the Melville, New York, office of Jackson Lewis P.C.  His practice focuses on preparing affirmative action plans for federal contractors and defending federal contractors in audits by the United States Department of Labor Office of Federal Contract Compliance Programs.

While attending law school, Mr. Giarratano was a member of the Hofstra Labor & Employment Law Journal.

Getting Pay Equity “Right”

Mickey Silberman, Partner and Chair of Affirmative Action and Pay Equity Group, Fortney & Scott

The rules of Pay Equity are changing quickly. Many states have introduced new stringent pay equity laws, and recent important court decisions are quickly changing the pay equity rules. The #MeToo movement has raised the profile of the pay equity among the policy makers and the courts, and employees today are more aware of pay equity. They are also more comfortable to raise perceived issues of unequal pay at the workplace to you, to the plaintiff’s counsel, and to the federal EEO enforcement agencies such as the EEOC and the OFCCP. So how do employers adapt and get ahead of the curve to successfully navigate this complex landscape? Join our webinar presented by Mickey Silberman on July 25 to learn what you need to know, and do, now to protect your company.

Mickey Silberman

Mickey Silberman, Esq. is a Shareholder with Fortney & Scott LLC and Chair of the firm’s Affirmative Action & Pay Equity Practice Group. Mickey is a nationally recognized expert and public speaker on affirmative action, OFCCP compliance and Pay Equity. For more than 24 years Mickey has helped employers navigate through the tricky world of OFCCP compliance and he helps employers get pay equity “right.”

The Legal Risks (and Business Rewards) of AI Based Recruiting Methods on Compliance

Dan Kuang, Ph.D., Vice President of Legal and Audit Support, Biddle Consulting Group, Inc.

Recent fervor of artificial intelligence (AI) based applicant selection methods has drawn scrutiny of their implications on affirmative action and equity in the recruiting process. While benefits of AI tools in productivity gain are attractive, do they also put employers to legal risks in terms of compliance with the EEOC/OFCCP regulations? Do use of such tools cerate risks to compliance of regulations prohibit discrimination in recruiting, and hinder affirmative action for the hiring of veterans, persons with disabilities and other under-represented candidate pools?

Dan Kuang

Dan Kuang, Ph.D., has extensive experience developing and validating tests and measures for personnel selection and performance assessment. Additionally, Dr. Kuang has extensive 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.

The New OFCCP Rules – What to Expect in 2019 and How to Respond

Mickey Silberman, Esq. Partner and Chair of the Affirmative Action and Pay Equity Group, Fortney & Scott, LLC

Things are changing. Fast. In 2018 OFCCP issued 12 new directives making important changes to OFCCP’s enforcement priorities, direction and approach.  What does this mean for employers?  A changing OFCCP means new rules to learn, understand and “play by”. Join us as we dig into the details of OFCCP’s direction and priorities and what you can do to protect your organization. 

Mickey Silberman

Mickey Silberman is an attorney and a Shareholder with Fortney & Scott LLC and Chair of the firm’s Affirmative Action & Pay Equity Practice Group. Mickey is a nationally recognized expert and public speaker on affirmative action, OFCCP compliance and Pay Equity. For more than 23 years Mickey has helped employers navigate through the tricky world of OFCCP compliance and he helps employers get pay equity “right.” He has represented management in all areas of employment law, specializing in pay equity, OFCCP compliance and audit defense, affirmative action and EEO, and diversity and inclusion.

New Directives, Transparency and Collaboration – How to Prepare for OFCCP Compliance Reviews in 2019.

By Shafeeqa Giarratani, Managing Shareholder, Ogletree Deakins

A lot has happened since Craig Leen took over as the acting director of the OFCCP, the federal contractor employment regulatory agency, in August 2018. In a very short time, the agency has rolled out several new directives that can have significant impact on employers. It also began an increased transparency regimen of more information and dialogues and launched new programs such as contractor recognition and certification program. Employers are interested to know how these changes will possibly impact their employee attraction and retention strategies, and how the agency might examine compensation discrimination, affirmation action, and recruitment practices in ofccp compliance reviews (audits) in 2019 and beyond. The answer to these questions will be discussed by none other than Shafeeqa Giarratani, an authority in the field and the managing partner at the Austin office of Ogletree Deakins.

image of shafeeqa giarratani

Shafeeqa Giarratani is the managing shareholder of the Austin office of Ogletree Deakins. She represents employers in federal and state court, and before administrative and regulatory agencies such as the Equal Employment Opportunity Commission, the Texas Workforce Commission, and the Office of Federal Contract Compliance Programs. Shafeeqa advises federal contractor clients on affirmative action, legislative and regulatory changes affecting employment matters for federal contractors and Office of Federal Contract Compliance Program (OFCCP) compliance issues, from developing affirmative action plans to representing companies during the audit process. Shafeeqa earned her J.D. with honors from the Harvard Law School, and A.B. degree, with honors, from Harvard University.

How to Decide Applicant Basic Qualification (BQ) Requirements for OFCCP Compliance

Clinton Kelly, Ph.D. and Jason Schaefer, M.B.A –   Senior Consultants at Biddle Consulting Group

For practical reasons, employers often establish basic qualifications (BQs) in order to reduce the total number of applications for screening and to ensure that only those applicants possessing the BQs are considered for employment. What many employers do not realize is that BQs are considered a selection procedure (i.e., test) and when they result in adverse impact, employers are required to provide evidence concerning the validity of BQs. According to the Internet Applicant Regulations, defensible (i.e., valid) BQs must meet the following three conditions: (1) noncomparative, (2) objective and not depend on subjective judgment, and (3) relevant to the performance of the particular position and enable the employer to accomplish business-related goals. This presentation will provide guidance to employers on how they can develop BQs that are likely to survive scrutiny from government enforcement agencies (e.g., OFCCP). Specifically, we will provide a step-by-step process for validating BQs that are self-reported by job applicants.

biddle1

Clinton Kelly, Ph.D. is a senior consultant at the Biddle Consulting Group. He has more than ten years of experience working in the areas of job analysis, test development, and test validation services. He has worked with clients in both government and the private sector to develop and validate a variety of employee selection devices such as written tests, work samples, interviews, and more.

biddle2

Jason Schaefer, M.A, M.B.A is a senior consultant at the Biddle Consulting Group. He has more than ten years of experience developing and validating assessments used for employee selection and licensure/certification clients throughout the US.  This included designing and administering job analyses, conducting standard setting studies, and writing technical reports. Additional work included the development of surveys assessing employee attitudes, organizational climate, client satisfaction, program/process effectiveness and 360-degree feedback for leadership development purposes.

Mind the Gap: Why Pay Equity Remains a Major Concern for Employers

Matthew Camardella, Principal and Co-Chair of Affirmative Action & OFCCP Defense Group, Jackson Lewis P.C.

In recent years, numerous states have passed new, stronger fair pay laws.  Coupled with continued federal EEO enforcement agency interest in pay, the #MeToo movement, and shareholder activism, employers face increasing pressure from all sides to address the issue equal pay.  Join us for this engaging program designed to assist employers navigate this complicated landscape.  Participants will hear from Matthew J. Camardella, Principal with the law firm of Jackson Lewis P.C., who will provide an overview of federal law, the common themes across the new state law statutes, and proactive steps that employers can undertake to avoid likely claims and mitigate risk.

Matthew Camardella

Matthew Camardella is an Attorney and Principal of the Long Island, New York, office of Jackson Lewis P.C. He is the Co-Chair of the Jackson Lewis Affirmative Action & OFCCP Defense Group. Mr. Camardella directs the preparation of more than 1,000 AAPs each year and has defended hundreds of OFCCP audits for a broad range of employers across the country. He also serves as the Practice Group lead on responding to OFCCP allegations of class-based discrimination. He regularly counsels clients about the design and implementation of company-wide AAP structures, applicant flow tracking systems, and other complex “real world” compliance issues. He advises clients on their compensation practices and directing pay equity analyses. Mr. Camardella received J.D degree from Hosfstra University where he received award for excellence in Labor and Employment Law, and B.A degree from the College of Holy Cross. 

Strategically Sourcing Applicants– Learn What OFCCP Thinks of Common Recruitment Strategies

Misty Glorioso, HR/AAP consultant at Berkshire Associates

Each year the Office of Federal Contract Compliance Programs (OFCCP) reviews the recruitment sourcing process and hiring outcome of thousands of federal contractors to ensure compliance. However, many recruiters still follow the standard sourcing process to find talent without strategically accounting for the unique requirements of a compliant recruitment process from the eyes of the OFCCP. JOBfindah Network, in association with Berkshire Associates, is pleased to announce a complimentary Webinar titled “Strategically Sourcing Applicants– Learn What OFCCP Thinks of Common Recruitment Strategies” presented by, Misty Glorioso, affirmative action consultant at Berkshire Associates. Misty will discuss what the OFCCP expects when it comes to federal contractors’ recruiting practices. Topics include defining an Internet applicant, minimizing record keeping, and the importance of disposition of candidates for OFCCP compliance.

Misty Glorioso Berkshire Associates

For over past ten years, Misty Glorioso, PHR, SHRM-CP has guided organizations through all aspects of affirmative action program development, including EEO and VETs reporting, salary equity analysis, and adverse impact analysis. At Berkshire Associates, Misty provides affirmative action compliance guidance to highly regarded organizations throughout the country.

The Compensation Interview: “Oh I didn’t mean to say that” and other SALSA Dance Moves To Try

Tim Orellano, President, The Human Resources Team

Compensation discrimination is a hot topic for 2018, and it is a top priority for federal and state enforcement agencies. OFCCP, Wage and Hour, and EEOC often conducts a “compensation interview” to better understand an employer’s compensation practices. However, many employers are often unprepared for such interviews. Many are not able to properly explain their compensation plan and pay decisions, and not prepared to answer the government’s questions. This webinar will focus on how to survive the compensation interview process, do’s and don’ts, and practical strategies for successfully explaining your pay practices to DOL enforcement agencies for ofccp compliance.

Tim O

Tim Orellano, PHR, SHRM-CP is the President of The Human Resources Team, a human resources management consulting company based in Little Rock, Arkansas. He has over 30 years of human resources management experience in the manufacturing, service, healthcare and financial industries. He serves clients, coast to coast covering diverse industries, in preparing and supporting their Affirmative Action Plan compliance, implementation, training and audit support. He is recognized as an expert in Affirmative Action and Human Resources and frequently speaks on the subject. Tim is recognized at the regional and national level as a keynote motivational speaker and seminar leader. His Ta-Daaahhh presentations will “Innergize” anyone who can laugh and learn at the same time.

Compliance Enforcement in an Era of Lean Government – How to Prepare for OFCCP Compliance Reviews in 2018

Shafeeqa Giarratani, Managing Shareholder, Ogletree Deakins

The Trump Administration’s 2018 budget proposes significant cuts for many federal agencies, including that of the Office of Federal Contract Compliance Program (OFCCP). The OFCCP faces more than 16% reduction in budget; and a head count reduction of about 23% from prior year. The acting Director of the OFCCP Tom Dowd, however, promises that the OFCCP agenda will not be affected, and in fact be expanded with programs for more awareness, assistance and enforcement for contractors. That means that the contractors should not equate a budget cut with a lesser number of audits. Indeed, many industry insiders expect that enforcement will actually expand.  To navigate a coordinated focus on awareness, training and enforcement by a ‘lean and mean’ OFCCP needs preparation on the part of Federal contractors.

Shafeeqa Giarratani

Shafeeqa Giarratani is a co-managing shareholder of the Austin office of Ogletree Deakins. She represents employers in federal and state court, and before administrative agencies and regulatory agencies such as the Equal Employment Opportunity Commission, the Texas Workforce Commission, and the Office of Federal Contract Compliance Programs. Shafeeqa regularly advises federal contractor clients on affirmative action, legislative and regulatory changes affecting employment matters for federal contractors and Office of Federal Contract Compliance Program (OFCCP) compliance issues, from developing affirmative action plans to representing companies during the audit process. Shafeeqa earned her J.D. with honors from the Harvard Law School, and A.B. degree, with honors, from Harvard University.

Affirmative Action Plan Methodology 101

Cassie Verdon and DIana Sicari, BCG Institute of Workforce Development, Biddle Consulting Group

An Affirmative Action Plan (AAP) is the foundation of EEO/OFCCP compliance program. Yet, many professionals make unintended errors. The webinar covers the requirements for being compliant with Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; and the Vietnam Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212. and covers topics such as a) Brief history of Affirmative Action, b) Who must create an AAP, c) Requirements of an AAP, d) Common audit requests. Affirmative Action Plans have their roots in the Civil Rights era. Although there are core tenents that have been consistent over time, regulations get updated and changes in presidential administrations shift the focus and direction of the OFCCP. This in turn affects how contractors utilize and maintain their AAPs.  This webinar is designed to educate participants on the background and history of the OFCCP, as well as provide a framework for understanding the basic components of an AAP. The webinar will also focus on regulatory updates under the new presidential administration, review some common audit questions, and provide helpful tips for making all parts of the AAP work together.

Cassie Verdon

Cassie Verdon and Diana Sicari of Biddle Consulting Group, have worked with hundreds of organizations helping them prepare Affirmative Action Plans and assisting them with Compliance Reviews. Cassie Verdon, PHR, SHRM-CP, has been heavily involved in the development of hundreds of affirmative action plans for clients of various sizes, and she has also successfully supported numerous clients undergoing OFCCP compliance reviews.  In addition, Cassie is also the Associate Director of BCG’s Institute for Workforce Development (BCGi) and specializes in training and advancing the knowledge base of human resource professionals in areas such as equal employment opportunity (EEO), OFCCP compliance, affirmative action planning, compensation analysis, and a variety of other human resource topics with a focus in EEO. Diana Sicari is an EEO/AA Analyst at Biddle Consulting Group.

How the Trump Administration Will (and will Not) Roll Back the Obama EEO Legacy.

Matthew Camardella, Principal and Co-Chair of Affirmative Action & OFCCP Defense Group, Jackson Lewis P.C.

With a Trump presidency, many have predicted the downfall of Obama-era Executive actions designed to strengthen equal employment and civil rights.  Such predictions may be premature.  In addition to campaign promises to eliminate regulations burdening business, we have heard statements supportive of equal pay and paid family leave.  This suggests certain initiatives (albeit in somewhat different form) may endure.  In this session we will unpack the short- and long-term prospects for the Obama regulatory and enforcement initiatives.  Participants will learn what to expect over the next few years and, importantly, where to focus their organization’s compliance efforts going forward. Participant learning will include the following Equal pay law enforcement, The future of the revised EEO-1 report, LGBT rights under the Trump Administration, EEOC and OFCCP strategic enforcement initiatives, Survival of Obama-era executive orders.

Matthew Camardella | Jackson Lewis

Matthew Camardella is a Principal in the Long Island, New York, office of Jackson Lewis P.C. He is the Co-Chair of the Jackson Lewis Affirmative Action & OFCCP Defense Group. Mr. Camardella directs the preparation of more than 1,000 AAPs each year and has defended hundreds of OFCCP audits for a broad range of employers across the country. He also serves as the Practice Group lead on responding to OFCCP allegations of class-based discrimination. He regularly counsels clients about the design and implementation of company-wide AAP structures, applicant flow tracking systems, and other complex “real world” compliance issues. He spends significant time advising clients on their compensation practices and directing pay equity analyses. Mr. Camardella received J.D degree from Hosfstra University where he received award for excellence in Labor and Employment Law, and B.A degree in History from the College of Holy Cross. He was admitted to Practice in New York in 1999.

How Affirmative Action Plan Drives Your Recruitment Process

Ahmed Youneis, President and CEO, HR Unlimited

This webinar discusses how a company can determine existence of a potential gap in their actual hiring of under-represented groups relative to availability of these protected groups for them, and it shows how to take corrective actions through ‘good faith efforts (GFE)’ in their talent acquisition process. The presenters cover the details of how to attract, reach and manage candidate flow to close the gap areas, and how to maintain records of such recruitment efforts for successful OFCCP reviews in audit situation.

Ahmed Youneis

As the CEO of HR Unlimited, Ahmed Youneis is responsible for setting the overall corporate strategy for HR Unlimited (HRU) and directing business operations. Prior to joining HRU, Ahmed served as the District Director of the San Jose District Office for the Office of Federal Contract Compliance programs (OFCCP), an Agency of the Department of Labor. Ahmed has also served seven years with the Employers Group (EG), the largest non-profit employers association nationwide. His last position with EG was the Director of Compliance and Specialized HR Services, being responsible for compliance consultancy, primarily Affirmative Action requirements and Unemployment Insurance. Ahmed received a master’s degree in Human Resources Management from Chapman University, a master degree in Business Administration from National University, and a bachelor’s degree from the University of California, Irvine.