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The “New” OFCCP – What to Expect; How to Prepare
&
For Employers, Pay Equity Keeps Getting More “Comp”licated
Presenter: Mickey Silberman and Laura Mitchell of Jackson Lewis
Date/Time: Tuesday, May 2, 2017
7:30AM breakfast, 8:00-10:30AM program
Location: Multnomah Athletic Club, 1849 SW Salmon St, Portland
Cost: $55 OSWILG Members; $70 Nonmembers
HRCI/CLE: HRCI certificate of attendance will be provided; CLE pending approval
Register: On or before April 27, 2017 (or until sold out).  Register online (www.oswilg.org), by email (oswilg@outlook.com), or by calling (971.202.2053).  Credit card payments are accepted on our website.
President Trump has already followed through on a number of campaign promises—what may the new Administration do to follow up on his promise to relieve businesses of burdensome regulations proposed, enacted and enforced under President Obama? What may the OFCCP look like under the Trump Administration?  What will happen to the new EEO-1 reporting obligation requiring employers with 100 or more employees to annually submit detailed pay and hours worked data for all employees (slated to begin in 2018)?  Is the reporting obligation on the chopping block?  Even if it is, states and cities around the country are picking up the pay equity torch and passing new or expanded equal pay laws.  
During this session, we will provide an overview of OFCCP’s latest enforcement trends, along with what has happened (or what we anticipate will happen) to those trends and the EEO-1 pay data reporting rule, as well as discuss developments in the pay equity arena. 
About The Presenters
Mickey Silberman is a Principal in the Denver, Colorado office of Jackson Lewis P.C.  He is Co-Chair of its Affirmative Action Compliance & OFCCP Defense Practice Group and Co-Chair of the firm’s Pay Equity Resource Group.  He is a national expert on the OFCCP and pay equity and systemic pay discrimination.
Laura Mitchell is a Principal in the Denver, Colorado office of Jackson Lewis P.C.  She is on the leadership team for the firm’s Government Contractor Industry Group and a member of the firm’s Affirmative Action Compliance & OFCCP Defense practice group.
 
No Good Deed Goes Unpunished:
Diversity Initiatives Gone Awry
Presenter: Criselda Cooper and Marife Ramos  of Biddle Consulting Group
Date/Time: Wednesday, May 24, 2017
7:30AM breakfast, 8:00-10:00AM program
Location: Multnomah Athletic Club, 1849 SW Salmon St, Portland
Cost: $55 OSWILG Members; $70 Nonmembers
HRCI/CLE: HRCI certificate of attendance will be provided; CLE pending approval
Register: On or before May 19, 2017 (or until sold out).  Register online (www.oswilg.org), by email (oswilg@outlook.com), or by calling (971.202.2053).  Credit card payments are accepted on our website.
Too often, goals are seen as solely a “recruitment” issue…that by simply “casting a broader net,” an organization can make meaningful progress. Unfortunately, this over-simplified strategy of addressing goals by just diversifying applicant pools, without addressing underlying roadblocks in the selection process(es), can often lead to elevated adverse impact. In short, organizations "shoot themselves in the foot." The session will focus on bringing these issues to light so that meaningful action-oriented programs can be created. 
About The Presenters
Marife Ramos was born in Manila, Philippines and graduated from the University of Santo Tomas, Manila, Philippines with a Bachelor’s Degree in Commerce.  Ms. Ramos has been practicing in the field of EEO and Affirmative Action since 1996 and is currently the Director of EEO/AA Operations at Biddle Consulting Group, Inc.  Her primary responsibilities include litigation support, affirmative action plan (AAP) development, and AAP audit support.  Within that capacity she has been involved in hundreds of projects involving statistical adverse impact analyses of personnel actions (hires, promotions, and terminations) for employers ranging in size from 50 employees to well over 50,000 employees.  Ms. Ramos has conducted numerous training programs across the United States on AAP methodology, adverse impact analysis, and compensation analysis.
Criselda Cooper has been practicing in the field of EEO and Affirmative Action since 2006 and is currently a Consultant at Biddle Consulting Group, Inc.  Her primary responsibilities include affirmative action plan (AAP) development, and AAP audit support.  Within that capacity she has been involved in numerous projects involving statistical adverse impact analyses of personnel actions (hires, promotions, and terminations) for employers ranging in size from 50 employees to well over 20,000 employees.  Ms. Cooper has conducted numerous online training programs on AAP methodology and compensation analysis.
 
 

 

 

 

Federal contractors and OFCCP working together towards equality in the workplace.

OSWILG * PO Box 1086 * Sherwood, OR  97140

971.202.2053  oswilg@outlook.com

 


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