Gain an understanding of the OFCCP's expectations for disability recruiting and hiring.
Employers have long struggled with identifying and recruiting qualified disabled candidates. Businesses may lack strong disabled recruiting partnerships, applicants are reluctant to disclose disabilities, and even well-intentioned accommodation discussions often go awry. Employment rates within the disabled community remain disproportionately low, and OFCCP continues to focus on this issue. In fact, OFCCP's focus on disability hiring has increased notably in recent years, under the leadership of Director Craig Leen. And now, adding to an already complex area, the coronavirus has brought medical issues front and center in employment. This topic will help employers understand the OFCCP's expectations for disability recruiting and hiring; identify their organization's strengths and weaknesses and create tangible action plans for improvement. This information not only covers legal requirements, but offers practical, nuts-and-bolts advice about how to achieve hiring goals.
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Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Effectively Source and Recruit Disabled Candidates
- Overview of OFCCP Requirements
- Find the Right Recruiting Partners and Sources
- How to Use Passive Sourcing (Like LinkedIn®) in a Compliant Way
- Ways to Increase Response Rates in Disability Self-Identifications
- Recordkeeping Requirements, Including Websites and Databases
Assess and Interview Applicants Without (Even Accidentally) Running Afoul of the Law
- How to Ensure That Job Requirements Don't Disparately Impact the Disabled
- Permissible and Impermissible Interview Questions
- Key Training - Topics and Populations
- Dealing With Reasonable Accommodation Requests
- Unique Challenges From COVID-19
Onboard Hires With a Sensitivity to Disability and Diversity
- Creating and Conveying a Culture of Inclusion
- Policies to Include in Onboarding
- Communicating With Co-Workers About Impairments and Accommodations
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on November 23, 2020.
Call 1-866-352-9540 for further credit information.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Christy E. Kiely
Hunton Andrews Kurth
- Counsel in the Richmond, Virginia office of Hunton Andrews Kurth
- Practice includes all aspects of EEO and employment law compliance
- Work emphasizes discrimination and harassment claims, DEI (diversity, equity, and inclusion) initiatives, internal investigations, state, and federal litigation, pay equity analyses, defense of audits before the Office of Federal Contract Compliance Programs (OFCCP), and comprehensive advice, counseling, and training for employers
- Speaks regularly on equal pay and EEO/DEI topics around the country, and blogs on key legal developments
- Named a Virginia Super Lawyer in Labor and Employment and Government Contracts and to Virginia’s Legal Elite
- J.D. degree, Duke University School of Law; B.A. degree, The College of William and Mary
- Can be contacted at 804-788-8677 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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