NEW REGULATIONS BRING NEW RISK
Join us for a complimentary webinar on March 29 in which we discuss nine key areas in which covered federal contractors put themselves at risk by failing to take specific actions. If you, your customers, or your vendors have contracts with the federal government, then you may have affirmative action obligations. Compliance missteps in this arena are all too easy, even for experienced HR professionals. In the last two years, we’ve witnessed significant changes in affirmative action rules and enforcement, including new regulations on veterans and people with disabilities; Executive Orders on gender identity, sexual orientation, pay transparency, minimum wage, and paid sick leave; and expanded audit procedures by the Office of Federal Contract Compliance Programs (OFCCP). We’ll help you zero in on where to focus your energies in compliance.
Complimentary Webinar - March 29 at 10 a.m. Pacific/1 p.m. Eastern REGISTER NOW
DO YOU HAVE AFFIRMATIVE ACTION OBLIGATIONS?
Uncertain whether your organization is a covered federal contractor? The rules are different depending on the type of contract (supply, service, or construction). We’ll explain the differences, but if you need help assessing whether this webinar would be relevant to your organization, you’re welcome to contact our presenter, Karen Davis | 503-620-1710.
YOUR PRESENTER: KAREN DAVIS, SENIOR EMPLOYMENT ATTORNEY AT VIGILANT
Karen manages Vigilant’s affirmative action services, and is actively involved in the Northwest Industry Liaison Group (NWILG), a Seattle-based business group that facilitates communication between contractors and the federal agencies that enforce affirmative action and equal employment opportunity. She is a past Chairperson and Secretary of the NWILG. She is an attorney and has been advising Vigilant employers on employment issues for over 20 years. Karen is a member of the Oregon State Bar.
This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult Vigilant or legal counsel.