It is no secret that affirmative action and diversity remain hotly debated and sometimes controversial topics—legally, in society at-large and in the workplace.
But for government contractors at every tier and for employers seeking to ensure that their workplaces look like, sound like and truly reflect the global diversity of 21st century America, knowing what legal and regulatory pitfalls to avoid is more important today than ever.
Government contractors and subcontractors are faced with new and more burdensome affirmative action and record-keeping requirements, longer and more costly compliance reviews, desk audits, on-site visits, notices of violations and OFCCP enforcement actions, as well as demands by the OFCCP for larger and larger “back pay” settlements. We help clients navigate through these difficult federal regulations and time-consuming and expensive investigations and audits.
At the same time, historic surges in discrimination claims have forced employers to take concrete steps to ensure that their affirmative action, non-discrimination and pro-diversity policies and practices are defensible, legally compliant and sustainable.
We focus on developing affirmative action plans, workplace policies and procedures and pro-diversity initiatives that are compliant and fit the needs of your business. We also offer interactive trainings on the most up-to-date and industry-specific information available, whether it involves AAP and non-discrimination requirements or explaining “the business case” for diversity and inclusion programs.
Chicago Daily Law Bulletin | May 18, 2015
Chicago Labor & Employment partner Frank Saibert authored this column on the unanimous United States Supreme Court ruling authorizing federal courts to determine whether the Equal Employment Opportunity Commission satisfied its statutory mandate to attempt conciliation or settlement of discrimination claims prior to suing employers for discrimination.