WELCOME to the EEO GUIDANCE, Inc. information web-site, your Equal Employment Opportunity ~ Affirmative Action ~ Diversity/Inclusion (guaranteed 'Never Boring') training and consulting resource.

Teaching RESPECT in America's workplace.


This site will be updated regularly with legal updates relating to EEO-AA-Diversity/Inclusion. For the up-to-date EEO/AA case decisions and pending decisions, go to:  EEO/AA Decisions and Pending Cases




 




CONSTRUCTION FEDERAL & STATE CONTRACTORS:
You asked for it and finally the:  
Construction EEO in a Box is HERE

If you are being audited by the US Dept. of Labor/Office of Federal Contract Compliance Programs (OFCCP), and wish to have the Construction EEO in a Box delivered to you quickly, please call:  812-284-2993.   

EEO GUIDANCE Testimonials: Click HERE

Make 2016 be the year your company is in full compliance with EEO and Affirmative Action laws, regulations, and Executive Orders.  Bring RESPECT back into your workforce.

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FOR THE PLEDGE OF RESPECT, go to:
CLICK HERE 

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The 2014 New Regulations for VEVRAA (Veterans) and Section 503 (Individuals w/ Disabilities) is now out and can be found in the EEO Trends section (click here) 
EEO Updates (Trends)

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EEO basis for Discrimination: Genetic Information Nondiscrimination Act (GINA) updates are found in the

EEO UPDATES (Trends) section (click here)

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Electronic I-9 Final Rule
The U.S. Department of Homeland Security (DHS) has published a final rule on the electronic signature and storage of the Form I-9. The final rule permits employers to complete, sign, scan and store the Form I-9 electronically as long as certain performance standards set forth in the final rule for the electronic filing system are met. For I-9 guidance, see:

http://www.uscis.gov/files/form/I-9.pdf

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DON'T  TERMINATE... REHABILITATE   VALUABLE EMPLOYEES  AND  MANAGERS

EEO GUIDANCE, Inc. offers half and full day one-on-one counseling sessions to rehabilitate employees, supervisors, and managers who are too valuable to lose, but who don't seem to "get it" when it comes to illegal and inappropriate EEO harassment in the workplace (racial, sexual, religious, etc.).  Don't just send them to other employers to continue their behavior, get help and get them on the right track.  
Contact EEO GUIDANCE today.

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RECRUITING?  INCLUDE AN EEO TAG LINE!

If you are not using an EEO tag line on all recruitment ads for positions within your business, consider starting NOW!

This simple statement can improve your bottom line:  

YOUR BUSINESS is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants.  Applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, veteran status, genetic data, or religion or other legally protected status. 

Be sure to include any local or state government EEO protections such as Sexual Orientation, Political Affiliation, etc. 

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Effective June 21, 2010, there has been a Mandatory Federal Poster for
contractors and subcontractors.

Executive Order No. 13496 requires federal contractors and subcontractors
to post the new NLRA (National Labor Relations Act) notice, whether or not
they have unionized employees. The rules cover: 

The poster can be downloaded for free at:  
POSTER
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Many Prime Federal Contractors must now report first tier subcontractors to the federal government

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Dawson - unknown- Jane Elliott - Alice Miles



Dawson had the opportunity to meet and speak with Ms. Jane Elliott - a internationally recognized speaker and pioneer in the study of racism and prejudice.  Jane Elliott conducted the Blue Eyed/Brown Eyed" exercise on her third grade students in Riceville, Iowa in 1968.

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Do you know if your employer's personnel actions are causing a disparate impact against minorities or women?  The government (EEOC and OFCCP) is focusing on class action discrimination and disparate impact within your hiring, promotion, and termination practices.  Don't wait until the feds come knocking on your door to know your Impact results. If the numbers are run before EEOC/OFCCP conduct their on-site, you may have time to correct discriminatory activities before being led into court.  To find out how to calculate anImpact Ratio Analysis, check out Dawson's IRA workshop by contacting Cdawson@EEOGUIDANCE.COM

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EEO LOGIC and EEO GUIDANCE,along with several other EEO related businesses, have teamed up to provide a one-stop shop for EEO, Affirmative Action, and Diversity consulting and training "EEO/AA CONNECTION."

For Training/consulting Opportunities, click on:  EEO GUIDANCE, Inc. or for upcoming eeo sessions:  contact Cdawson@eeoguidance.com (the majority of workshops are coordinated directly for specific clients and are not open to the public - they are not listed)

For responses to Equal Employment Opportunity Commission (EEOC) or Department of Justice (DOJ) consent decree requirements, click on: EEO GUIDANCE

For written Affirmative Action Plans, EEO/AA consulting, or guiding you through OFCCP settlement agreements,
CONTACT US

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E-VERIFY REQUIREMENTS (updated August 2009) ~
CLICK HERE

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Community Foundation Women in Philanthropy"Giving From the Heart" Regional Award Ceremony - March 2009

L to R:  Cindy Kanning (former award recipient and nominator), Carol Dawson, Clark County award recipient and Diane Murphy, Floyd County award recipient   
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I-9 FORMS

Go to:  
https://www.uscis.gov/sites/default/files/files/form/i-9.pdf  (see  I-9 link for a copy of form)

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OFCCP is Looking for Groups of 10 or More Applicants/Employees to Identify Statistical Discrimination

OFCCP is working harder to develop disparate impact class action discrimination.  OFCCP Dept. of Labor Directive #285 now instructs Compliance Officers to look for disparate impact among job applicants and employees when 10 or more people are in the affected group. In part it reads, “The contractor's personnel activity and compensation data will be analyzed for possible systemic discrimination indicators…”

EEO TIP:  Know your numbers before the feds do.  Measure what you Treasure!

Contact EEO GUIDANCE, Inc. ~ 812-284-2993

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Dawson receives National Society of Newspaper Columnist's Will Rogers' Humanitarian Award












Robert Haught (Award Coordinator) and Dawson

At the National Society of Newspaper Columnists’ (NSNC) annual conference in New Orleans, Carol Dawson, a local writer for The Evening News (Jeffersonville, Indiana) and New Albany Tribune (New Albany, Indiana), was presented the Will Rogers’ Humanitarian Award by James Rogers, Will Rogers’ Great Grandson.  Read articles, see photos, and more about the award by selecting the link:  
Extra Milers. 

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Check out changes to the American's with Disabilities Act (ADA), Veteran's Regulations, E-Verify, OFCCP's record breaking settlements and more (see link:
Updates/Trends in EEOC and OFCCP)

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FMLA Expansion Signed into Law

Bottom Line (at the top):  On January 28, President Bush expanded the Family Medical Leave Act (FMLA) to include leave for military families.  Employers must now provide 26 weeks of FMLA leave during a single 12-month period to permit a "spouse, son, daughter, parent, or next of kin" to provide care for a "member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness." For more detailed information, visit the
Dept. of Labor/Wage and Hour web site here

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YOUR COMPANY AAP MUST BE CORRECT – OR ELSE you may get a special invitation to court 

If your Affirmative Action Plan (AAP) contains inaccurate data or unnecessary

admissions, the information could be admissible in court.  The Ohio State Appeals

Court ruled that an AAP may constitute direct evidence of unlawful employment

discrimination and could be taken into consideration during an EEO related trial.  

Mitchell v. Lemmie (Ohio Ct. App., No 21511, 10/26/2007

Referring to the AAP, the court document states, "If it is not valid, an [AAP]

amounts to nothing more than a formal policy of unlawful discrimination." 

Here is where you need to pay attention:  The ruling states the AAP could

be invalid under Title VII because it failed to take into account that

under-representation of women or minorities in certain positions cannot alone

justify taking race or sex into consideration for employment decisions.  

You don’t want these problems if an EEO disparate treatment case or class

disparate impact case makes it to court.  Be sure your AAP is able to stand

scrutiny by the courts - contact EEO GUIDANCE today. 

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86%

 According to Diversity Inc., eighty-six percent of the Top 50 Diversity Corporations make diversity training mandatory for all managers.

Contact us for a business package and syllabus for 'Never Boring,' interactive Diversity training.

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DISCRIMINATION IS NOT CHEAP

The OFCCP and EEOC are focusing on systemic discrimination.  This means they are setting their sites on your numbers instead of one-on-one individual disparate treatment discrimination (although the large treatment cases are still around - see Caesars, Dial, & Flushing Manor).  If the statistics don’t look good to the these agencies, the result will most likely end up

costing your business a considerable amount of money – and that is just the start. After the discrimination news hits the media, bad publicity is the next financial hardship to hit your front door.
 

Focused below are just a few of the large settlements by the EEOC in the past few years.  Can your business afford discrimination?  Check your numbers before it is too late. 
 
*  Caesars Palace- $850 Thousand (8/20/2007) Sexual Harassment and Retaliation (forced sex on   Hispanic
female workers)

*  Flushing Manor Geriatric Center, Inc.  - 

$900 Thousand   (04/23/2007)   Harassment and Retaliation of Black and Caribbean Workers

*  Dial Corporation - $3.3 Million (11/20/2006)
Pre-employment strength test discriminated against female job applicants (52 rejected female applicants)

*  Morgan Stanley - $54 Million (8/15/2005) Claims that the company excluded women from work-related outings, paid women less than their male peers, and denied them warranted promotions (67 females)

*  Abercrombie & Fitch - $50 Million (11/18/2004)
Claims that the company adopted restrictive marketing image, and other policies, which limited minority and female employment
  
*  Dial Corporation - $10 Million (4/29/2003) Sexual harassment in Illinois facility

*  California Public Employees' Retirement System (CalPERS) - $250 Million (1/30/2003) Reduction of benefits based on age discrimination charges

*  Rent-A-Center - $47 Million (10/4/2002)
   Sex discrimination (100 females)

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FREE:  2016 EEO-1:  APPLICATION TEAR OFF SHEET -
Contact EEO GUIDANCE for a FREE copy of the most recent a

Application Tear Off Sheet

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ARE YOU A FEDERAL CONTRACTOR or SUBCONTRACTOR? 

If you have over 50 employees, there is a good chance that you are required to maintain an Affirmative Action Plan (AAP) to be in compliance with federal laws. Find out what your requirements are by clicking on the link  "
Who Is A Federal Contractor?"

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EEO-1 REGULATIONS ARE OUT - EEOC Q & A provided (see link to right:  New Trends in EEOC and OFCCP)

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EEO GUIDANCE, Inc.®

"EQUALITY FOR ALL"

Carol A. Dawson, EEO GUIDANCE, Inc.®, provides EEO/AA/Diversity consulting services, specifically through training and workshops designed to help your managers, supervisors, and employees better understand their legal and ethical responsibilities. Carol offers straight talking, interactive training sessions on Equality, Affirmative Action Law, Diversity, Title VII Harassment, EEO Counselor (Government), and a variety of other employment related topics. She has 20 years of direct experience in the EEO and Affirmative Action field, most of which came from working for the U.S. Department of Labor/OFCCP. She has served as Area Director for OFCCP (Louisville, Kentucky), as a Sr. Compliance Officer (OFCCP), and as the EEO Manager for the U.S. Dept. of Commerce, Census Bureau NPC.

Carol has stepped out of the government compliance arena to share her knowledge and skill with both private industry and government agencies. As a certified trainer for the U.S. Department of Labor/OFCCP, Carol trained new Compliance Officers across the country and has worked with many business, government agencies, and community groups to ensure compliance with EEO and AA laws and regulations. Her sessions blend humor with the serious issues surrounding EEO, Affirmative Action, and other employment matters. For other services provided by EEO GUIDANCE, Inc.®, please click on the "Services" link to the left. 

Carol has received numerous awards and honors, to include the Louisville Key to the City, U.S. Department of Labor's Distinguished Career Service Award, the Indiana Torchbearer Award, the Community Foundation Women, Gold Leaf Award, President's Bronze Medal for Volunteerism, National Society of Newspaper Columnists Will Rogers Humanitarian Award, and the Louisville American Business Woman's Association Woman of the Year.

Memberships include:  Kentucky OFCCP Industry Liaison Group-Previous Board of Directors, National Speaker's Bureau (Kentucky Chapter), Leadership Southern Indiana Board of Directors, Federally Employed Women (National Nominating Committee, and local Diversity Chair and Lifetime Member), Women's Chamber of Commerce, Louisville Chamber and Southern Indiana Chamber of Commerce. 

Carol was one of the primary/keynote speakers for the Kentucky Governor's EEO Conference, Federally Employed Women, Louisville Diversity Conference, and other associations. 

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CALL 812-284-2993  or email us:  Cdawson@eeoguidance.com

EEO GUIDANCE, Inc. EEO-affirmative Action-diversity/inclusion Training & Consulting Services

Knowledge &

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Legal Information Is Not Legal Advice:The materials on this website are provided for informational purposes only and do not constitute legal advice. These materials are intended, but not promised or guaranteed to be current, complete, or up-to-date and should in no way be taken as an indication of future results. Transmission of the information is not intended to create, and the receipt does not constitute, an attorney-client relationship between sender and receiver. The newsletters and articles on this website are offered only for general informational and educational purposes. They are not offered as and do not constitute legal advice or legal opinions. You should not act or rely on any information contained in this website without first seeking the advice of an attorney.

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EEO GUIDANCE has a well-deserved reputation of excellence in providing up-to-date, and professional EEO, Affirmative Action, and Diversity-Inclusion workshops. In addition, we create AAPs, conduct one-on-one EEO Rehabilitation, and more.
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TEACHING RESPECT

Ensuring your management staff, administrators, and employees understand their personal and collective EEO and Affirmative Action obligations. 

EEO GUIDANCE, Inc.

EEO GUIDANCE, Inc. guarantees effective, respectful, open-minded, interactive, and 'Never Boring' training that will not be forgotten by your staff/employees. Our history of successful litigation speaks volumes.
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