2016 aap 101 for universities - aaaed...© 2016 peoplefluent affirmative action plan 101 for...

©PeopleFluent2016

AffirmativeActionPlan101forUniversities

ChristineBroyhill,MBA,CAPMSeniorBusinessConsultant

2©2016PeopleFluent AffirmativeActionPlan101forUniversities

DefineAffirmativeAction

LawsenforcedbytheOFCCP

Female/MinorityAAP

IndividualswithDisabilitiesAAP

ProtectedVeteransAAP

AreasoffocusforyourProgram

HowtocreatemeaningfulJobGroups

Otherimportantresponsibilities

Agenda


• Proactiveaction-orientedprogramsdesignedtoensureequalopportunityofqualifiedwomen,minorities,individualswithadisabilityandveteransintheemploymentprocess

• EnforcedbytheOfficeofFederalContractCompliancePrograms(OFCCP)• Designedto:

• Promoteequalemploymentopportunity• Eliminatediscriminationforprotectedmembers• Createanopportunitytomakeadifference• Removebarriersintheworkplace• Levelplayingfieldineveryphaseoftheemploymentprocess

WhatisAffirmativeAction?


AffirmativeActionIS…

• AffirmativeActionisasetofspecificandresults-orientedprocedurestowhichafederalcontractorcommitsitself

• Thiscommitmentmeansfederalcontractorswillmake“GoodFaithEfforts”andengagedoutreachandrecruitingmethodstoensureEqualEmploymentOpportunity

• AffirmativeActionisproactive,preventiveandinclusive

AffirmativeActionISNOT…

• AffirmativeActionIsNotAQuota• AffirmativeActionDoesNotCreate

Preferences• AffirmativeActionDoesNotFoster

DiscriminationofNon-ProtectedClasses


• Wemustanalyzeourworkforceandemploymentdecisionsatleastannually• Applicantpools• Hires• Promotions• Transfers,Terminations• Compensation

• Specifically,wemust:• DevelopwrittenAffirmativeActionPlans• Providedetailsregardingoutcomeoftheanalysisoftheworkforce• Developproactiveaction-orientedprogramsandgoalsdesignedtoaddressanyissuesandtoensureequal

opportunityofqualifiedwomen,minorities,individualswithdisabilitiesandprotectedveteransintheemploymentprocess

• Reviewandevaluateourgood-faith-effortsandengagedoutreachandrecruitingresourcestoensureeffortsareeffective

• Trainallmanagersandsupervisorstoensurecompliancewiththeregulations

Whatdoesthismean?


LawsEnforcedbyOFCCP

ExecutiveOrder11246 Section503ofRehabilitationAct

VietnamEraVeterans’ReadjustmentAssistance

Act(VEVRAA)


UnlessgrantedpermissiontowriteaFunctionalAAP,youmusthaveaseparateplanforeveryfacilitywith50ormorepeople.

Locationswithlessthan50employeeshavethree(3)optionsinpreparinganAAP

1. PrepareanAAPforthatestablishment2. RolltheemployeesupintotheAAPwhichcoversthelocationofthepersonnel

functionwhichsupportstheestablishment3. RolltheemployeesupintotheAAPwhichcoversthelocationofthepersontowhom

theyreport

AffirmativeActionPlans


• Analysisofthetotalselection,recruitment,referralandotherpersonnelprocessestodeterminewhethertheyresultindisparitiesintheemploymentoradvancementofwomenorminorities

• Analysisofpersonnelactivitiessuchasapplicantflow,hires,terminationsorpromotionstodeterminewhetherthereareselectiondisparities.

• Analysisofcompensationtodeterminewhethertherearegender,raceorethnicity-baseddisparities

AnacceptableAffirmativeActionProgrammustincludethefollowing:


LookBack•GoalAttainment•DataCollectionandAnalysis(Vets/IWD)

• ImpactRatioAnalysis• CompensationReview

Lookforward•PlacementGoals- Calculated• IWDUtilizationGoals7%•HiringBenchmark7%•Recruiting,OutreachandGFEStrategy

3NARRATIVESEO11246(Women/Minority)ProtectedVeteransIndividualswithDisabilities

AffirmativeAction


EstablishingGoals- Whoiscovered:

Eventhoughyouhaveestablishedgoalsyoushouldalwayshirethemostqualifiedindividual.Thekeyistomakegood-faith-effortsandengagedoutreachandrecruitingeffortstogetqualifiedwomen,minorities,veteransandindividualswithdisabilitiesintoyourapplicantpoolsandintoyourworkforce.

•Mustanalyzecurrentutilization•Comparetolaborarea•Establishplacementgoalswhereapplicable

Women

•Mustanalyzecurrentutilization•Comparetolaborarea•Establishplacementgoalswhereapplicable

PeopleofColor

•HiringBenchmarkof7%perplan

Veterans

•Utilizationgoalof7%perjobgroup,perplanIndividualswithDisabilities


STATISTICALCOMPONENT

NARRATIVECOMPONENT

Howyouattract,recruit,&selectprotectedclassmembers

Evaluateworkforcevs.laborpool

AAPRequirementsforFemales/Minorities


• Bigpictureviewofwhotheemployeesareandwheretheemployeeswork1

• Examineevidenceofconcentrations&underrepresentations• Rankjobslowesttohighestpaid• Identifyifaglassceilingexists• Identifyanysegregateddepartments• Identifyasupervisorineachdepartment

WorkForceAnalysis(41CFR60-2.11)

1DaisyHartin,2012


WorkForceAnalysis (41CFR60-2.11)

LookforPotentialGlassCeiling

Concentrations


• Bigpicturelookatwhattheemployeesdoatwork2

• Groupjobtitlesbysimilar:• Content• Opportunity• Wage

• Foundationforremainingreports• Providesutilizationofjobgroupasoftheplandate• Reviewdiversitywithinjobtitlesandgroups

JobGroupAnalysis(41CFR60-2.12;2.13)

2DaisyHartin,2012


JobGroupAnalysis

CurrentUtilizationofProtectedclass:

TotalEmployeesinProtectedClass

TotalEmployeesinJobGroup

NoFemalesinthisJG


Let’stalkaboutjobgroups


Exec/Sr.LevelOfficials

ChiefExecutiveOfficer,SingleInstitutionorCampuswithin

aSystem

ChiefHumanResourcesOfficer

DeanAgriculture

DeanofStudents(withourwithoutfacultystatus)

First/MidLevelOfficials

ChiefDiversityOfficer

Assoc Provost

Assoc/AsstDean,CooperativeExtension

Assoc/Asst Dean,UndergraduatePrograms

Administrative/Executive/Managerial

ThefirstintuitivesplitistheAdministrators– Thejobroleisprimarilymanagementoftheinstitutionoradivisionoftheinstitution

– Dependingonthesizeoftheinstitution,subgroupsofFirst/MidLevelOfficialsmaybedesired

http://www.cupahr.org/surveys/worksheets.aspx


• “Functionalprofessional”positionswithprimaryassignmentsandresponsibilitiesrequiringprofessional-levelexpertiseandworkinaspecificfunctionalarea,suchasacademicorstudentservices,facilitiesmanagement,humanresources,informationtechnology,athletics,etc.

• Positionscoveredincludethosewithsupervisorydutiesthatdonotrepresentthemajorityoftheirtimeandeffort.

• Allpositionsrequireatleastabaccalaureatedegreeorequivalentinthefield,andmayrequireaprofessionallicensureinthefield.

• AllpositionsareFLSAexempt.

Professionals(Nonfaculty)


ProfessionalsAdministrativeSpecialist/Coordinator

Head,CampusLearningResourcesCenter

AcademicAdvisor/Counselor

HRGeneralist

ITDatabaseAdministrator


• Allofthepositionsarenon-exempt,meaningthatjobincumbentsarepaidanhourlyrateandareeligibleforovertime.

• Theannualsalaryfortheseindividualsisthecompensationtheywouldreceiveforworking2080hoursin12monthswithoutovertime.

• RememberCOW?Resisttheurgetohaveallnonexemptpositionsinthesamejobgroup

NonexemptStaff



NonexemptStaff


Salesworkers

MuseumShopManager

SalesWorkers

RetailOperationsSupervisor

AdminSupportWorkers

AccountingAssistant/FinancialClerk

AdministrativeAssistant

LibraryAssistant

GrantProposalCoordinator

Technicians

LibraryParaprofessional

ITTechnicalSupport/Paraprofessional

ResearchAsst/Tech,LifeScience

LabAsst/Tech,SocialScience

Craftworkers

CarpenterLead/Supervisor

Electrician(Journeyman)

VehicleMechanic

Printer/Bookbinder

Operatives

Police/PublicSafetyLead

Grounds/LandscapeWorker

MotorVehicleOperator

EquipmentRepairer

Laborers&Helpers

GeneralMaintenanceWorker

ConstructionLaborer

Farm/AgriculturalWorker

GreenhouseWorker

Serviceworkers

EquipmentManager/Athletics

SecurityGuard

Custodian/Housekeeper,FloorMaintenance

LineCook


• Facultyareprofessionalpositions

• Dependingonyourinstitution’ssize,youwillwanttosplitthefacultyintomeaningfulgroups

• ClassificationofInstructionalPrograms(CIP)providesataxonomicschemethatwillsupporttheaccuratetracking,assessment,andreportingoffieldsofstudyhttps://nces.ed.gov/ipeds/cipcode/Default.aspx?y=55

Professionals(Faculty)


FacultyFullProfessor,Assoc/Asst Professor,

Instructor,Adjunct

Bytenuretrackornontenuretrack

Bylevelanddiscipline(CIP)

Bylevelanddisciplineandtenure


• GraduateAssistant- Teaching• Assistsfacultyorotherinstructionalstaffinpostsecondaryinstitutionsbyperformingteachingorteaching-relatedduties,suchas

teachinglower-levelcourses,developingteachingmaterials,preparingandgivingexaminations,andgradingexaminationsorpapers.Graduateteachingassistantsmustbeenrolledinagraduateschoolprogram.Graduateassistantswhoprimarilyperformnon-teachingduties,suchasresearch,shouldbereportedintheoccupationalcategoryrelatedtotheworkperformed.Excludesstaff[non-student]"TeacherAssistants"(25-9041).

• Illustrativeexamples: GraduateTeachingAssistant,GraduateTeachingFellow,Instructor.Individualmustbesimultaneouslyenrolledintheinstitutionasagraduatestudentwhoseprimaryreasonforbeingaffiliatedwiththeinstitutionis‘workingtowardadegree’– ratherthan‘beingemployed’)

• GraduateAssistant- Research• GraduateAssistantswhosespecificassignmentsareforthepurposeof conductingresearch,regardlessofacademicdiscipline,by

performingdutiessuchaspreparingandconductingscientificresearchorengaginginoriginalscholarship/scholarlyinquiryunderthesupervisionandmentorshipofafacultymemberorseniorresearcher.Graduateresearchassistantsmustbeenrolled inagraduateschoolprogram.Excludesstaff[non-student]“ResearchAssistants,”whicharereportedundertheappropriateoccupationalcategoryrelatedtotheworkperformed.

• GraduateAssistant– OtherCategories• Ifyourinstitutionhasgraduateassistantsperformingdutiesinthefollowingcategories,theyshouldbeplacedintheappropriate

graduateassistantcategoriesbelow.Forexample,agraduateassistantupdatingwebsitesforacampusdepartmentshouldbeconsideredagraduateassistantintheIPEDSHRcategorycalled,"Computer,Engineering,andScienceOccupations."

GraduateAssistants



Executives First/MidLevelManagers

Professionals(nonfaculty)

Administrativeworkers

Technicalprofessionals

Faculty

AdjunctFaculty

Tenuretrack

Nontenuretrack

GraduateAssistants

Teaching

Research

Other

Technicians

Administrativesupport

Entryleveladmin

Studentworkers

CraftWorkers

Operatives Entryleveloperatives

Laborers&Helpers

Serviceworkers

Studentworkers

JobGroups

StudentworkersshouldbeaccountedforinyourAAP.Placetheminaseparatejobgroupthanyourfull-timeregularemployees.


Howaregoalscalculated?

PlacementGoals

EstablishGoals

Definethetesttodeterminegoal

CheckforUnderutilization

CurrentUtilization TotalWeightedavailability

TotalWeightedAvailability

ExternalAvailability InternalAvailability


Example:• JobGroup- Professionals• Class- Minorities• GoalPlacementRate%-18.69%

Identifiesgoalsbasedontestsusedtodetermineunderutilization

GoalPlacementRate**NOTAQUOTA**

PlacementGoalReports

Example:ifyouhire4peopleoverthecourseoftheyearandonewasaminority1/4=25%(yourgoalwas18.69)soyouwouldmeetyourgoal


• Identifywheretheweightisdistributed(internalorexternal)• Weightedaveragesforinternal/externalareassignedtothe

universityworkforce,U.S.Censusorotherdata• Determinetotalavailability• Considerallsourcesforplacement

Incumbencyvs.Availability (41CFR60-2.15)


Incumbencyvs.Availability (41CFR60-2.15)

Availabilityiscomparedtoutilization


PlacementGoals(41CFR2.16)

ToDo§ Developaction-orientedprograms§ DocumentGFE§ Involverecruiters§ Involvehiringmanagers

GoalPlacementRate

**NOTAQUOTA**


GoalAttainment(41CFR60-2.17)

Onlyjobgroupswithagoalintheprevious

AAPyearwillappearonthisreport


• Regularreview• Maintainsufficientinformationonfactorswhichinfluencepay

• Preparetocorrectanyissuesdiscovered

CompensationReview


AAPNarrativeComponents


• DesignationofResponsibility• IdentificationofProblemAreas• InternalAuditingandReportingSystem• Action-OrientedPrograms

EO11246AAP


• EEO/AAcoordinator• Managersandsupervisors• Topexecutives

DesignationofResponsibility41CFR60-2.17(a)


• AbidebyExecutiveOrder11246,RehabilitationAct,VEVRAA• Ensurecompliancewithpoliciesandpostings• HelpidentifyofAAP/EEOproblemsareas&effectivesolutionstoAAP/EEOproblems• Internalaudit&reportingsystem• Companyliaisontoenforcementagencies

EEOCoordinatorResponsibilities


FollowHRpolicies/proceduresandensuretheyaremakingnondiscriminatory/non

biasdecisions

ManagementResponsibilities


ThisshouldbethehighestrankingofficialintheAAPandisinstrumentalinsupportingthegoalsoftheaffirmativeactionplananditssupporttooverallEEOpractices.

TopExecutive/PlanOwner


IdentificationofProblemAreas

Performance Management• Job Profiles• Goal Management and

Appraisals

Compensation• Incentive

Management

Recruiting• Hiring workflows• Contingent• Salaried• Hourly

• Disposition Codes• Data Management

Techniques• Assessments

Succession Planning• Talent Assessment • Succession Pools


• Developstrategy• Specificandresult-orientedsolutions• Implement&executeGoodFaithEfforts

Action-OrientedPrograms


ProtectedVeteransandIndividualswithDisabilities


• Thesearegovernmentestablishedgoals/benchmarks:• Youmusttrackandevaluateapplicantpoolsandhiresagainstyouroutreachandrecruitmenteffortstodetermineifprogressisbeingmade,ifnotyoumustdevelopanalternativeplan(orfindotheroutreachandrecruitmentresources)toattaingoals/benchmarks.

Inordertomeetthesegoals/benchmarksitwilltakeassistancefromeveryone.

BenchmarkforVeteransandUtilizationGoalforIndividualswithDisabilities


VEVRAAandSection503NarrativeComponents


• EEOpolicystatement• Reviewofpersonnelprocesses• Reasonableaccommodations• Physicalandmentalqualifications• Harassment• Datacollectionandmetrics• Internal/externaldissemination• Assessmentofoutreachandrecruitment

UnderVEVRAAandSection503


EEOPolicyStatement

• Updateannually;signthepolicyanddate• Identifythehoursandlocationwheretheprotectedveterans/IWDAAPcanbeviewed• Visiblepostingthatallowsforself-identification• Postwhereapplicantsandemployeescanview• MustreferencetopU.S.basedExecutive


SampleAccommodationLog

Dateofrequest Name ApplicantorEmployee

RequestMade DateApplicant/EmployeeNotified

Outcome

1/2/15 JohnDoe Applicant SignlanguageInterpreterpresentforinterview

1/2/15 JohnDoeProvidedSLinterpreterforinterviewconducted1/5/15

1/3/15 JaneSmith Employee Ergonomicchairforbackinjury

1/5/15 Upon receivingDr.verificationofbackcondition,JaneSmithgrantedchair– cost$2500


OnlineApplicationTrackingSystems

EnsurethatemployersusingInternetsystemsforapplicationsarecompliantforaccessibilityforpersonswithdisabilities


RecommendedWebsiteVerbiage

IncompliancewiththeAmericanswithDisabilitiesActAmendmentAct(ADAAA),ifyouhaveadisabilityandwouldliketorequestanaccommodationinordertoapplyforapositionwithxcompany,[email protected].


• Thenewregulationsrequirethatcontractorsinviteapplicantstoself-identifyasprotectedveteransatboththepre-offerandpost-offerphasesoftheapplicationprocess.• Thenewregulationsincludesampleinvitationstoself-identifythatcontractorsmayuse.

• IWD:usethesameformforpre-offer,post-offer,andtosurveyemployees

Self-IdentificationForms


Listjobsthroughjobserviceforallopenings.

JobListingRequirement


SampleApplicantFlowLogName Race Sex IWD Veteran DateofApp. JobTitle Step/Disposition Source

JohnDoe White M Y Y 1/1/15 CNA Hired HireVets

AngelaRodriguez

Hispanic F Y N 1/3/15 HospitalAdmin. Hired TexasWorkforceCommission

Source Applied HiredfromSource IWD VeteransHireVets 20 1 1 1

TexasWorkforceCommission 300 20 3 7

JobGroup TotalHired IWD Veterans HireVets TWC

Exec 5 1 0 0 0

Professionals 25 2 4 1 3


SampleReports– DataCollection


OtherImportantResponsibilities


BeawareofPlacementGoals,VeteranBenchmarksandUtilizationgoalsforthejobtitlesthatreporttoyou

Workwithyourrecruiterseffectivelytorecruitandhirefromadiverseslateof

qualifiedcandidates

Assistrecruitersbyseekingactiveaffiliationswith

diverseorganizationsforrecruitmentleads

Providecoaching,jobcounseling,andtrainingtoyourcurrentemployees

Evaluateallcompensationdecisionstoensure

appropriatecompensationlevelsthroughoutyourarea

Followproperprocedureswhencompleting

paperworktoensurelegalcompliance

Documentallhiringandpromotionalinterviews

appropriatelyandforwardthemtoRecruiters

Createanenvironmentthatisbias-freeinwordsand

actions

Promoteandencouragetheintroductionofdiverse

backgrounds,experiencesandideasintothe

organization

Your Responsibility as a Manager is to consistently . . .


• Communicategoalstorecruitersandmanagers• Developactionorientedplanstoincreaserepresentation

• Example:DeveloparelationshipwithalocalVA,RehabilitationCenter,communitycollegeorUniversitytoincreaseflowofqualifiedfemalemanagersintoourapplicantpool

• Regularlyevaluateapplicantpoolsfordiversityrepresentation• TrackandevaluateallGFE’s,outreachandrecruitingeffortsagainstresults

HumanResourcesRole:PlacementGoals,BenchmarksandUtilizationGoals


• HR• Engagecommunityresourcesandagenciesto

increasethenumberofqualifiedcandidateswithdisabilities

• Manager• WorkwithHRtodeterminerecruitingresources• SpeakatcareerdaysorparticipateinJobFairs• Haveanannualmeetingofyourrecruiting

sourcesatyourfacility;giveatouranddiscussqualificationrequirementsofyourorganization

• Recruiters• Workwithmanagerstodeterminerecruiting

resources• EstablishMentoringpartnerships• EstablishInternshipprogramswithminority

collegesanduniversities• Advertiseinindustrypublicationssuchas

INSIGHTintoDiversity• Reviewyourwebsiteforaccessibilityandmake

sureyouhaveadisclaimer• Contactpredominantlyminorityorfemale

schoolsandcolleges• Contactsourcesofveteran,individualswith

disabilities,femaleandminorityapplicants,developarelationship

GoodFaithEfforts,OutreachandRecruitingResources

Documentandevaluateallgoodfaithefforts,outreachandrecruitingeffortsforHR,Recruiters,andHiringManagers.


RecordRetention

CommonlyCitedViolation


Application TestResults InterviewNotes

AccommodationRecords

RecordsofOutreachand

RecruitingEfforts

RecordRetention


RecordRetention

Race,gender&ethnicity

March24,2014:Disabilityandveteranstatusatpre-offerstage


RecordRetention

• Lessthan150employeesand• Lessthan$150,000ingovernmentcontracts

KeepAffirmativeActionPlanfor1year


RecordRetention

•150employeesor•$150,000ormoreingovernmentcontracts

KeepAffirmativeActionPlanfor2years*Somerecordsnowneedtobekeptfor3yearsunder

VEVRAAandSection503ofRehabilitationAct


RecordRetention

Keepallrecordscoveringperiodunderinvestigation.

Underaudit?


Notices/Posters


• ExecutiveOrder13665,promotingpaytransparencyandopenness,makesitpossibleforworkersandjobapplicantstoshareinformationabouttheirpayandcompensationwithoutfearofdiscrimination.

• ThisFinalRuletookeffectonJanuary11,2016,120daysafteritspublicationintheFederalRegister,andamendstheexistingregulationsthatimplementEO11246.

• TheFinalRuleamendstheEO11246implementingregulationsby:• Requiringthatcertaininformationbeincludedincoveredfederalcontractsandsubcontracts.TheFinalRulerequiresthattheequal

opportunityclauseincludedincoveredfederalcontractsandsubcontractsbeamendedtoincludethatfederalcontractorsandsubcontractorsmustrefrainfromdischarging,orotherwisediscriminatingagainst,employeesorapplicantswhoinquireabout, discuss,ordisclosetheircompensationorthecompensationofotheremployeesorapplicants.Anexceptionexistswheretheemployeeorapplicantmakesthedisclosurebasedoninformationobtainedinthecourseofperforminghisorheressentialjobfunctions;

• Requiringthatfederalcontractorsincorporateaprescribednondiscriminationprovisionintotheirexistingemployeemanualsorhandbooksanddisseminatethenondiscriminationprovisiontoemployeesandtojobapplicants;

• Definingkeytermssuchascompensation,compensationinformation,andessentialjobfunctionsasusedinEO11246,asamended;and• Providingemployerswithtwodefensestoanallegationofdiscrimination:ageneraldefense,whichcouldbebasedontheenforcementof

a"workplacerule"thatdoesnotprohibitthediscussionofcompensationinformation;andanessentialjobfunctionsdefense.

• Requiredpostings:EEOistheLaw,EEOistheLawSupplementandnowthe PayTransparencyNondiscriminationProvision

http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

ExecutiveOrder13665(41 C.F.R. § 60)


ExternalDissemination

PostingLanguage

PurchaseOrders/Contracts

ExternalDissemination


EEODiversity/InclusionEO11246VEVRAASection503

Training

EmailsorpostingsonintranetregardingEEO/AApolicy

EEOPolicy

HighlightachievementsofemployeesindiversegroupsPromoteoutreachandvolunteeropportunities

Newsletter

InternalDissemination


Non-CompliancewithOFCCP


• Complianceevaluations• Complaintinvestigations• NotfilingVETS-4212• Biddingforcontracts

OFCCPEnforcementofEEOLaws


• Conciliationagreement(usuallya2yearterm)• ContinuedoversightandscrutinyofrecruitingandhiringpracticesbytheOFCCP• Terminationofafederalcontractorsubcontract• Lossofresearchgrantfunding• Prohibitfuturefederalcontractsandsubcontracts• Finesand/orbackpay

EnforcementAction


RecentOFCCPPenalties

OtherConsequencesandEnforcementAction• Terminationofafederalcontractorsubcontract• Prohibitfuturefederalcontractsandsubcontracts• Conciliationagreement(usuallya2yearterm)• ContinuedoversightandscrutinyofrecruitingandhiringpracticesbytheOFCCP

§ Paid$290K§ GenderBasedPayDiscrimination

§ Femaleworkers“steered”intolowerpayingjobs

§ CitedforUnfairPractices

Case

AbilitytoNavigateOFCCPv.Westat

AbilitytoNavigate

§ Paid$275K§ Allegationsofsystematichiringdiscriminationagainstminoritiesandfemales

§ Requiredtohire65femalesand27minoritiesandpayretroactivepayandbenefits

§ Paid$1.5million§ HiringDiscriminationforRaceandGender

§ Requiredtoextendofferstoapplicantspreviouslyrejectedandimplementself-monitoringmeasures

OFCCPv.G&KServices OFCCPv.ParkingCo

Who Result

TM

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DISCLAIMER: Theinformationprovidedinthispresentationisforeducationalandinformationalpurposesonly.Itdoesnotconstitutelegaladviceorlegalopinions.PeopleFluentmakesnoclaims,promisesorguaranteesabouttheaccuracy,completenessoradequacyoftheinformationcontainedherein.Nothingthatisprovidedinthispresentationshouldbeusedasasubstitutefortheadviceoflegalcounsel.

ChristineBroyhillSeniorBusinessConsultantPeopleFluentp.540.752.7792e.christine.broyhill@peoplefluent.com

2016 aap 101 for universities - aaaed...© 2016 peoplefluent affirmative action plan 101 for...

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