Affirmative Action Update October 13, 2015 Marty N. Martenson - PowerPoint PPT Presentation

Affirmative Action Update October 13, 2015 Marty N. Martenson Managing Partner Martenson, Hasbrouck & Simon LLP 3379 Peachtree Road, Suite 400 Atlanta, Georgia 30326 Tel: (404) 909-8100 // Fax: (404) 909-8120 MNMartenson@Martensonlaw.com www.martensonlaw.com

T OP T WELVE F UNDAMENTALS OF A FFIRMATIVE A CTION  Place job orders for all vacant positions with the applicable state/local employment service (unless the position will be filled internally, is for a high-level executive position, or will last fewer than 3 days).  Utilize at least one specific recruiting source for minorities, females, veterans (including the veterans representative at the local/state workforce department), and disabled individuals (including the local/state department of vocational rehabilitation).  Keep copies of all job postings, job advertisements or recruiting outreach for at least thirty-six (36) months.  Provide all applicants a self-identification form, so they may voluntarily self- identify their gender, race/ethnicity, veteran status, and disabled status. 2

T OP T WELVE F UNDAMENTALS OF A FFIRMATIVE A CTION Continued…  Maintain an applicant log identifying all individuals who apply for employment, including information regarding why the individual was not considered/hired, if applicable, for at least thirty-six (36) months.  Retain all completed applications, interview notes, job offers, pre- employment/post-offer testing results and related materials for at least twenty- four (24) months.  Provide all new hires with a voluntary self-identification form (regarding gender, race/ethnicity, protected veteran status, and disabled status).  Maintain personnel records, including records regarding termination and promotion activity, for at least twenty-four (24) months after the action and/or the employee's separation from employment. 3

T OP T WELVE F UNDAMENTALS OF A FFIRMATIVE A CTION Continued…  Post copies of applicable state/local anti-discrimination laws, as well as statements regarding the Company's commitment to non-discrimination, in an area frequented by both employees and applicants for employment.  Provide notice to subcontractors, unions, and vendors of the affirmative action obligations of federal contractors and include required EEO clauses in subcontracts, collective bargaining agreements and purchase orders.  Distribute disabled self-ID forms to all current employees prior to March 24, 2015, and at least once every five (5) years thereafter. At least once during that five-year interval, remind employees they can update their disability status and how to do so.  File EEO-1 Reports and Vets-4212 Reports (formerly Vets-100A Reports) annually. 4

For a full copy of this presentation and/or more information about Martenson, Hasbrouck & Simon LLP and the labor & employment law services we offer, please contact: Lauren Armstrong at (404) 909-8110 or lmarmstrong@martensonlaw.com 5