As a part of a complete proactive affirmative action program, it is a best practice to conduct disparity (a.k.a. adverse impact) analyses for promotions and terminations personnel activity. Conducting these analytics is not only important in regard...
Welcome to the DCI Consulting Blog
by Eric M. Dunleavy Ph.D., Principal Consultant, DCI ConsultingIf you follow this blog regularly, you know that we have been staying busy over the last few months keeping the EEO community updated on various court rulings, settlements, regulatory...
DCI Consulting is excited to release its 2012 Equal Employment Opportunity (EEO) and Affirmative Action (AA) Training program. This program is catered toward HR practitioners, compliance analysts, and lawyers in both internal and external counsel...
July 11, 2011 - CCE submitted the following comments on OFCCP’s NPRM for the Veterans AAP regulations and proposed changes to the scheduling letter’s itemized listing. These comments were submitted through www.regulations.gov.CCE Comments on...
by Art Gutman Ph.D., Professor, Florida Institute of TechnologyIn the case of OFCCP v. Manheim Auctions Inc. [DOL OALJ, No. 2011-OFC-00005, 6/14/11], ALJ Alan L. Bergstrom addressed the issue of whether Manheim Auctions Government Services LLC...
On May 20, the U.S. Department of Labor (DOL) will publish its final rule implementing Executive Order 13496 and prescribing the size, form, and content of the notice to be posted by a contractor describing the rights of employees under Federal...
by David Cohen, President, DCI Consulting GroupAs described in an earlier DCI client update, the Department of Labor released a database summarizing recent OFCCP enforcement activity. One interesting section of that database lists individual...