The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) enforces the affirmative action and equal employment compliance rules that federal contractors and subcontractors must operate under. And it's more serious than ever about investigating compensation practices for evidence of discrimination.

In recent years, the OFCCP has bombarded federal contractors with a slew of new proposed regulations tied to pay transparency and pay reporting. Central to the OFCCP's compliance assault on federal contractors and subcontractors is its mission to ensure that their employees are compensated fairly.

It also looking for more thorough and detailed information, particularly when it comes to hiring practices for veterans and workers with disabilities. It's no longer enough just to show outreach to these groups; the OFCCP wants accurate and updated measurements of hiring outcomes.

The OFCCP means business about auditing federal contractors and subcontractors to ensure that base salaries, bonuses, and opportunities for advancement and training are being offered to workers on an equal employment basis.

Join us for an in-depth webinar led by Burton J. Fishman, and Elizabeth B. Bradley, two seasoned employment attorneys at Fortney & Scott, who regularly advise federal contractors and subcontractors on their OFCCP compliance obligations. They'll teach you the critical components of a comprehensive self-audit of your compensation practices to ensure that you're in compliance with the OFCCP's rules.

Learning Objectives

• How a pay analysis group (PAG) is assembled
  
• Key aspects of feeder pools, including promotion and termination pools, when conducting a self-audit
  
• How to conduct a comprehensive examination of jobs to uncover red flag pay discrepancies
  
• Additional variables to track, like performance ratings, education, other pay influencers
  
• What disposition codes are, and why you need to be using them
  
• Why evidence of outreach is no longer enough - and what the OFCCP is looking for when it comes to evaluating effectiveness metrics
  
• The role of job descriptions and surveys in defending pay grade decisions
  
• Preserving attorney/client privilege when conducting statistical analysis
  
• What to do if you uncover compensation discrepancies among workers with comparable skills, experience, and duties
  
• Essential documents to have on file for an OFCCP compensation audit

In just 90 minutes, you'll learn how to conduct a comprehensive compensation self-audit to evaluate your compliance with OFCCP regulations.

About Your Presenters

Burton J. Fishman, Esq.
Of Counsel
Fortney & Scott, LLC

Burton J. Fishman has devoted his practice to developing the "law of the workplace," an interdisciplinary approach that offers employers counsel and representation on a broad range of matters growing out of government regulation of business, focusing on OFCCP and ADA issues. Mr. Fishman served as the Deputy Solicitor for National Operations for the U.S. Department of Labor during the George H. W. Bush Administration. He also is a widely recognized author of over 100 books and articles on workplace issues.


Elizabeth B. Bradley, Esq.
Shareholder
Fortney & Scott, LLC

Elizabeth B. Bradley has over ten years of experience representing employers and federal contractors in litigation and mediation matters before state and federal agencies and courts, as well as counseling and training private, public, and non-profit employers in all aspects of employment law. Specifically, Ms. Bradley has extensive knowledge and experience in advising employers on wage and hour compliance under federal and state laws; litigating discrimination and retaliation claims advanced under Title VII, ADA, ADEA, and comparable state and local statues; counseling on ADA and FMLA compliance; advising and defending federal contractors in OFCCP compliance proceedings; conducting internal investigations involving discrimination complaints; performing wage and hour compliance reviews; drafting and negotiating employment agreements including non-compete and non-solicitation provisions; and advising employers on their obligations under the Patent Protection and Affordable Care Act (ACA).

Prior to joining FortneyScott, Ms. Bradley represented and counseled employers in labor and employment law matters at Epstein, Becker & Green. She graduated from the University of Pittsburgh School of Law and is admitted to practice in Washington, D.C. and Pennsylvania, as well as in various federal courts.