The OFCCP’s updated sex discrimination guidelines, called the Final Rule, “Discrimination on the Basis of Sex”, clarifies the connection between Title VII Civil Rights law and OFCCP’s regulations.  The Final Rule, according to OFCCP’s Fact Sheet, facilitates contractors’ understanding and compliance with Title VII, which results in a possible reduction in contractor costs as well as an increase in labor-market efficiency.

The new guidelines have been specifically updated to include explicit protections in several areas. While some of the new guidelines will be of no surprise to employers, merely echoing existing case law and recent OFCCP/EEOC interpretations, other provisions are more aggressive in scope and offer a preview of the agency’s strict enforcement stance in the near future.

Course Objective:

The Final Rule is necessary to ensure contractors are consistent with today’s workplace culture and challenges.  It prohibits contractors and subcontractors from discriminating against employees and applicants based on their religion, race, color, national origin, sex, sexual orientation, and gender identity (protected classes).  The Rule makes clear that discrimination of the protected classes includes issues related to hiring, promotions, recruitment, job assignments, training, benefits, pay, and discipline, as well as harassment.  The Final Rule includes examples of prohibited sex discrimination and best practices in the prevention of discrimination. Specific examples include the following:

• Equal benefits to male and female employees participating in fringe-benefit plans
• Sexual harassment prohibition
• Equal access for men and women for job opportunities
• Protection for all workers who are caregivers for their family
• Transgender rights and protections
• Sex stereotype protections
• Consistent with the Religious Freedom Restoration Act and other protections for religiously affiliated contractors

Join expert speaker Dr. Susan Strauss Ed.D., in this presentation which discusses sex discrimination and preventative measures in the workplace--resulting in lower turnover and absenteeism, higher morale and productivity which translates into financial incentives and reduction in discrimination costs. This webinar will give you the basic financial incentive, which minimizes any discrimination lawsuits or formal complaints to federal or state anti-discrimination agencies. Susan will also review the updated OFCCP sex discrimination law, with specific examples and list of best practices helping you reduce contractor costs and increase in labor-market efficiency.

Course Outline:

• Identify the specific protections against discrimination related to pay, sex, pregnancy/childbirth, sex stereotypes, gender identity, transgender status,  and caregiver role
• Recognize "disparate impact" discrimination
• Understand gender identity
• Understand transgender status
• Determine bathroom access policies and procedures
• Determine if the final rule alters existing religious exemptions
• Identify requirements of solicitation and advertising for employees
• Best practices to ensure compliance with aspects of the  OFCCP final rule

What You Get:

• Training Materials
• Live Q&A Session with our Expert
• Participation Certificate
• Access to Signup Community (Optional)
• Reward Points

Who Will Benefit:

• All federal contractors - a person or entity that contracts with the federal government to provide services, supplies, or other work
• Human Resources for federal contractors
• Administrators, managers, supervisors, Human Resources professionsals
• Executives and Managers for  federal contractors
• Individual small business contractors who do not have HR or management