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Continuing Education Credits: HRCI – 13 HR (General) • SHRM – 13 PDC’s

Each one of us is hired to help our organization perform at its best and provide quality services. You should expect your organization and co-workers to treat people with respect and help them to develop personally and professionally in the workplace.

People who are pursuing employment opportunities, such as applying for a new job or a promotion, though, may be faced with discrimination based on factors unrelated to the ability to do the job. This discrimination and harassment may be based on race, color, religion, gender, sexual orientation, age, marital status, ethnicity or national origin, veteran status, disability, or other classes protected by law.

By taking this course, you will learn what Affirmative Action is and why Affirmative Action Plans, either voluntary or involuntary, are needed to ensure potential and existing employees are treated fairly with dignity and respect. You will also learn how to design and develop an Affirmative Action Plan.

These laws also help maintain a workplace where all employees can work, remain productive, advance, and develop to their fullest potential.

Affirmative Action refers to a set of practices designed to correct the trends created by past discrimination. It is important for you to understand what Affirmative Action is and how it is relevant to you and your organization today. This course has been prepared with these objectives in mind.

During this 2-Day course you will gain knowledge in:

  • Understanding Racism and its different levels
  • Types of Employment Discrimination
  • Federal agencies which govern Affirmative Action Plans
  • The Federal Timeline of Protections
  • Understanding Affirmative Action and the Why’s
  • Understanding the Affirmative Action Controversy
  • Setting Goals & Benchmarks
  • Reasonable Accommodation obligations
  • Designing, developing, communicating, and implementing Affirmative Action Plans
  • Position Responsibilities, Follow-Through, & Maintenance
  • Documenting Best Effort
  • OFCCP Audits & Best Practices

So, it is time to boost your Affirmative Action Planning experience and expertise, so it’s not just a report about compliance anymore, but a way of running a business where it enhances your workplace and empowers your team. It is time to gain that competitive advantage your organization hired you to be looking for.

It is time to learn about Affirmative Action Plans why they require employers to proactively identify and remove barriers that make it harder for underrepresented groups to be recruited, hired, and retained, such as women and other minorities.

Remember, if you are new to Affirmative Action planning, need to refresh your knowledge on your technical skills, or creating a report in the near future this course is for you.

It is time.

Seminar Fee Includes:

  • Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.
  • Seminar Material
  • A hard copy of the presentation
  • $200 coupon for one of our upcoming PHR, SPHR, SHRM-CP, SHRM-SCP or GPHR Exam Prep Boot Camps
  • Certificate of Completion


Day 1 – 9:00 am – 5:00 pm (Central Time)

11:15 pm – 15-minute break
1:00 pm – 60-minute lunch break
4:00 pm – 15-minute break

Day 2 – 9:00 am – 5:00 pm (Central Time)

11:15 pm – 15-minute break
1:00 pm – 60-minute lunch break
4:00 pm – 15-minute break


On June 4, 1965, President Johnson delivered the commencement address at Howard University, the nation’s most prominent historically black university. In his address, Johnson explained why “opportunity” was not enough to ensure the civil rights of disadvantaged Americans.

Affirmative Action

Understanding Racism

Four Levels of Racism

Individual Racism

Interpersonal Racism

Institutional Racism

Structural Racism

Systemic Racism


Employment Discrimination

Discrimination Consequences




Fighting Discrimination

The Government Stepping in

Federal Protections

1866 – Civil Rights Act

1868 – 14th Amendment

1961 – Executive Order 10925

1963 – Equal Pay Act (EPA)

Life in 1964

1964 – Civil Rights Act

1965 – Executive Order 11246

1967 – Age Discrimination in Employment Act (ADEA)

1973 – Rehabilitation Act (Sec 503)

1974 – Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA)

1990 – Americans with Disability Act (ADA)

Additional Amendments

1991 – Amendment to Civil Right Act

2008 – Amendment to ADA

Additional Executive Orders

2014 – EO 13672

2014 – EO 13658

2015 – EO 13706

Employment Discrimination Types

Disparate/Adverse Treatment

McDonnell Douglas Corp. vs Green

Disparate/Adverse Impact

Griggs vs Duke Power Co.

Washington vs Davis

Testing for Disparate/Adverse Impact

4/5ths Rule – 80% Rule


Quid Pro Quo

Hostile Environment

Harassment Policy Tips


Understanding Retaliation

Legal Liability

Affirmative Action Enforcement

Equal Employment Opportunity Commission (EEOC)

Established by the Civil Rights Act of 1964

EEOC Governs

EEOC Policy Tips

EEO-1 Reporting Steps

EEO-1 Reporting Regulations

Veterans’ Employment & Training Services (VETS)

VETS-4212 Reporting Steps

VETS-4212 Reporting Regulations

Office of Federal Contract Compliance Programs (OFCCP)

OFCCP Responsibilities

Affirmative Action Plans Overview

Understanding the Policy

Understanding the Goal

Understanding the Two Parts

Qualitative Narrative

Quantitative Analysis

Three Related Acts

Executive Order 11246

Rehabilitation Act – Section 503

Vietnam Era Veteran’s readjustment Assistance Act

AAP Regulations and Policy

Definition of Employees

Definition of Contractors & Sub-Contractors

Definition of Record-Keeping

Definition of Record-Keeping Maintenance

Who Needs Them

HR’s Role

Differences Between EEO-1 & AAP

Busting the Top 10 Myths

In Favor of AA

Against AA

AA Controversy Timeline

University of California vs Bakke

Hopwood vs University of Texas Law School

Gratz vs Bollinger

Grutter vs Bollinger

Parents vs Seattle

Meredith vs Jefferson

Ricci vs DeStefano

States Banning AA

OFCCP Settlements

Coca-Cola Class Action


Enterprise Rent-a-Car



Designing and Developing an Affirmative Action Plan (EO 11246 – For minorities & women)

Preparing for AAPs

Cover Page

Organization Profile

Workforce Analysis / Job Group Analysis

Understanding Pre-Offer vs Post Offer

Understanding Self-ID vs Visual ID

Promotion Analysis

Termination Analysis

Compensation Analysis

Placement of Incumbents in Job Groups

Determining Availability

Comparing to BLS/US Census/State Employment Service Data

Comparing Incumbency to Availability

Placement Goals

Understanding Goals vs Quotas

Designation of Responsibility

Executive Leadership Team

EEO Manager

Managers & Supervisors

Identification of Problem Areas

Action-Oriented Programs

Program Regulations

Internal Audit & Reporting

Support Data

Good Faith Efforts

Job Postings as a Good Effort

Succession Planning as a Good Effort

Compensation as a Good Effort

Turnover as a Good Effort

Best Practices

Designing and Developing an Affirmative Action Plan (VEVRAA – Protective Veterans & Rehab Sec 503 – Individuals with Disabilities)

Policy Statement

Review of Personnel Processes

Physical & Mental Qualifications

Reasonable Accommodations to Physical & Mental Limitations

Reasonable Accommodation Policy Tips


Essential Functions

Undue Hardship

Individual with Disability

Qualified Individual with a Disability

Major Life Activity

Interactive Process

Substantially Limits


Anti-Harassment Procedures

External Dissemination of Policy

Outreach & Positive Recruitment

Internal Dissemination of Policy

Audit & Reporting System


Responsibility of Implementation


Data Collection Analysis

For Protected Veterans

Hiring Benchmark

For Individuals with Disabilities

Utilization Goals

Letters & Tips to Consider

Reaffirmation Letter

Recruitment Letter

Community Source Letter

Sources & Efforts

Union Letter

Vendor Letter

Compliance Audit Letter

Top 10 Audit Requests

Mandatory Posters

Reaffirmation Letter

E-Verify Poster

Memo of the last Inspection of AAP for Protected Veterans and Individuals with Disabilities (only the narrative section)

Memo of the Self-Identity Process

Invitation to Self-Identity for Employees

Invitation to Self-Identity for Individuals with Disabilities

Invitation to Self-Identity for Protected Veterans

EEO Policy & Complaint Procedure

Harassment Policy & Complaint Procedure

EEO is the Law Poster (with Amendments)

Pay Transparency Poster


EO 13496 Employees Rights under National Labor Law

Mandatory Policy Updates

8 Tips to Consider When Forming

How to get Certified in Affirmative Action Planning

Affirmative Action Plan Checklist

Penalties For Noncompliance

Samples/Tools/Government Agencies

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