How Can Employers Navigate the New EEOC Strategic Priorities for 2017-2020 and Mitigate New Regulations! See What Regulations Will Impact Employers!

Margie Faulk Keynote Speaker at Compliance key Inc. she is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.  Margie's focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiativ........


"Free Federal Poster Compliance Checklist for all attendees to assist in poster compliance"
The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) who protects employees in the workplace of discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties. The EEOC also provides guidance and tools to assist certain Employers to ensure that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.
I learned recently from an Employment Law Symposium in Florida, that the EEOC provides this SEP along with another report called the EEO Digest Report, a quarterly publication prepared by the Office of Federal Operations (OFO), features a wide variety of recent EEOC decisions and federal court cases of interest. The publication also includes hyperlinks so that stakeholders can easily access the full decisions.
As a compliance officer, I realized that these resources allowed me to assist my clients on staying ahead of the EEOC by learning their focus and preparing for it. I also learned by using this resource, I can predict what the next enforcement trend is going to be and share it with my clients and colleagues.

Why should you attend this webinar?

Effective February 2016, the EEOC led by President Barack Obama, established new EEO-1 reporting guidelines to ensure that Employers are accountable for pay equity initiatives. While most agree in theory that men and women should be paid equally for the same job, Employers pushed back on this reporting criteria stating undue burdensome data collection as well as complained about the high cost for Employers to collect the new data.
Employers obligated to submit the new EEO-1 Reporting form which includes pay data, can breathe a sigh of relief. Based on those factors and other political differences, the Office of Management and Budget (OMB) stopped the EEO-1 pay data reporting as late as August 30, 2017. Although some Employers are thrilled with this "stay of execution", the suspension is in effect to review and possibly re-introduce the pay equity discussion.
What does this mean for Employers? Well it does not mean that Employers should rest on their laurels. For compliance professionals, it means that the requirements can return therefore, Employers should consider preparing in case pay and compensation data collection is resumed.

Areas Covered in the Session:

Who can Benefit:

Webinar Id: CICME004

Training Options:

Duration: 90 mins


 12:30 PM PT | 03:30 PM ET

 Single Attendee: [Only for one participant]

$179 (Live)                    $319 (Live + Recorded)

 Multiple Attendee: [For a group of 2-5 participants]

$368 (Live)                    $495 (Live + Recorded)

 Corporate Attendee: [For a group of 6-10 Participants]

$741 (Live)                    $1157 (Live + Recorded)

 Recorded: [Six month unlimited access]

$167 (Single Attendee) $599 (Unlimited Attendee)

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