Federal affirmative action regulations require that employment activity data be maintained and monitored by job group, race, sex, etc., and then summarized on a Personnel Activity Table from which an Impact Ratio Analysis is calculated. The Personnel Activity Table, Impact Ratio Analysis, and Activity Logs are currently required under federal and many state and city affirmative action laws. Affirmative action regulations require that employers maintain and analyze the following eight employment activity logs: Applicant Flow, Hire, Promotion, Transfer, Layoff, Recall, Termination, and Training.
What You Will Learn:
- Effectively use the required employment activity logs.
Prepare the Personnel Activity Table.
Compute and interpret the Impact Ratio Analysis (a method used to identify employment decisions that may have had inequitable consequences for minorities and females).
Comprehend various affirmative action-related terms and requirements.
Who Should Attend:
Any support person responsible for maintaining accurate records for federal affirmative action purposes. Individuals responsible for maintaining records for state, city, county, or municipal affirmative action plans that follow federal format will also benefit.
- Business systems