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Webinar Training

Training Seminars and Webinars offered and sponsored by Manchester Consultants will prepare your organization on how to continue to be compliant with EEO and affirmative action obligations, including but not limited to design, prepare, implement and monitor compliant Affirmative Action Plans, record keeping requirements, EEO and affirmative action obligations of managers and supervisors, recruitment practices, impact of selection decisions and why monitor compensation, applicant flow, hires, promotions, terminations, layoffs, and recalls.

If your organization has training requirements that aren’t listed here Contact Us, remember, we are experts, we will customize training to fit your needs.

Watch for more information on the upcoming events listed below!





A View through the Looking Glass - OFCCP Enforcement Trends


A View through the Looking Glass will examine OFCCP Enforcement Trends; OFCCP's Top Ten Violations; Lessions Learned from FY 2016 settlements; the current status of the Fair Pay and Safe Workplaces Executive Order;  GAO's Assessment of OFCCP's Performance and Recommendations; Program Summary, something already in OFCCP regulations, however, the format has not yet been defined; and additional insight into expanding compliance risks in this ever increasing age of transparency and guidance on navigating today's enforcement matrix!

Learning Objectives: Participants will be provided with an overview of OFCCP's Enforcement Trends; Lessions Learned from FY 2016 OFCCP settlements and proactive steps to mitigate similar risks within their own organization; GAO's Assessment of OFCCP's Performance and OFCCP's Show Cause Notice and Amended Show Cause Notice Process, the Program Summary, and much more.


  • Brief Overview OFCCP
  • OFCCP Compliance Evaluation Trends
  • OFCCP’s Top Ten Violations 
  • Lessions Learned & Steps to Take to Mitigate Similar Risks
  • A view through the looking glass – bifocals needed!
  • Questions and Answers







s the Middle of a Fire the Best Time to have a Fire Drill? 
Of course not!  So, there is no need to wait until the organization is in the line of fire with EEOC or OFCCP to determine if the organization is in compliance with the Americans with Disabilities Act (ADA) and/or Section 503 of the Rehabilitation Act of 1973, as amended (Section 503)!  EEOC stats and OFCCP findings tell us there is increased enforcement activity where many are found in violation because of perhaps some hidden costly barriers affecting individuals with disabilities.  Being found in violation with ADA by EEOC or Section 503 by the OFCCP requires not only possible financial liability, negative publicity, but also revision of employment policies, practices, procedures,  required training, extensive reporting provisions and oversight by sometimes a third party in addition to the citing agency, whereby the organization will submit periodic reports that address actions taken along with documentation to support such actions to fulfill the commitments made, not to mention the potential exposure that may exists while under the scrutiny of EEOC and/or OFCCP.

Mitigating Risk Associated with Compliance Gaps Affecting the Disabled” will examine the importance of Disability Awareness; EEOC and OFCCP Enforcement Trends; case studies, policies, practices and procedures that could trigger compliance gaps if not managed; the results of an accessibility/accommodation study undertaken by HirePotential; and a call to action - proactive steps participants can take to mitigate similar risks within their own organizations.   

Learning Objectives:   Through the use of case studies, participants will gain firsthand knowledge on the employment policies, practices and procedures that could trigger compliance gaps that if not managed could result in being found in violation, and proactive steps participants can take to mitigate similar risks within their own organizations. 


  • Introduction
  • The Importance of Disability Awareness
  • EEOC and OFCCP Enforcement Trends
  • Case Studies
  • Policies, Practices and Procedures - Compliance Gap Triggers
  • The Results of the Accessibility/Accommodation Study
  • Call to Action - Proactive Steps to Mitigate Risks
  • Questions & Answers


“Steering” or “Channeling” – What Every Employer Needs to Know

When:     COMING SOON!
Time:     12:00 pm to 1:30 pm CDT

Steering or Channeling Is it a placement issue? Compensation issue? Is it a systemic issue or a one-off situation? Regardless of the label, as an employer, what do I need to know? We know that making Sex or Race based employment decisions are unlawful under Title VII, enforced by the Equal Employment Opportunity Commission (EEOC) and Executive Order 11246, enforced by the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). Both EEOC and OFCCP continue to focus on eliminating barriers in all employment decisions including but not limited to discriminatory policies and practices. These include exclusionary policies and practices, the channeling/steering of individuals into specific jobs due to their status in a particular group, restrictive application processes, and the use of screening tools. What do employers need to know about the focus of Steering or Channeling? Steering or Channeling - What Every Employer Needs to Know covers the basics of what is Steering or Channeling , recent case settlements, what are indicators of Steering or Channeling and next steps.

So often, when there is a need to fill a position, the focus is often directed towards the goal to fill the position in a timely fashion. As an EEO employer, the focus of EEO is not just about meeting specific business goals, but how EEO is achieved. The how affects the liabilities that are created in the process that affects the bottom line.

Learning Objectives: Participants will gain an understanding of what Steering or Channeling is, ways such indicators can be identified that warrant further review and next steps. 

  • What is Steering or Channeling
  • EEOC s and OFCCP s Priority on Steering or Channeling
  • Recent Case Settlements What Went Wrong?
  • How to Recognize Indicators of Steering or Channeling
  • Case Studies
  • Questions and Answers
Seats are limited!  


Outreach Gap Assessments
Time:     12:00 pm to 1:30 pm CDT

Over the past six years, recruitment/outreach and recordkeeping continue to be among the top two violations cited by the Office of Federal Contract Compliance Programs (OFCCP).  Such results were in part at a time when there were no regulatory requirements to maintain certain data metrics on the effectiveness of outreach efforts and maintain such records for a period of 3 years.  On September 24, 2013, that all changed with the issuance of the revised Final Rules governing Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act of 1974, whereby contractors had to comply with the nondiscrimination provisions of the new regulations by March 24, 2014, and for the Affirmative Action Program requirements in Subpart C by the date of the AAP that would go into effect following the March 24, 2014 date.

We know that enforcement agencies provide the rules and regulations which federal contractors and subcontractors must comply, however they provide limited direction on, ”how and what to do to measure the effectiveness of outreach/recruitment efforts to achieve compliance.” 

What is an Outreach Gap Assessment?  What are the things I must consider when determining the effectiveness of Outreach efforts to recruit protected veterans and individuals with disabilities, minorities or females?   While this session will focus on Outreach Gap Assessments for protected veterans and individuals with disabilities, the concept can be applied to any other group the organization has established metrics they are trying to achieve. This session will discuss things that must be considered when evaluating the effectiveness of outreach efforts.  Several case studies will be discussed and will show how the effectiveness of outreach efforts may not be what they seem to be.  Conducting an Outreach Gap Assessment will enable an organization to be ahead of the game whereby potential challenges can be identified and remedied without being the subject of a violation, litigation, or being denied a federal contractor.  

Learning Objectives: Participants will gain an understanding of what an Outreach Gap Assessment is, What must be considered, What the results of the Outreach Gap Assessment Tell, and Actions to Consider Upon Completion the Outreach Gap Assessment.  Upon completion of this session the participant will be able to conduct an Outreach Gap Assessment, identify potential impediments to outreach efforts that may be affected by internal policies and procedures and possible next steps.


  • What is an Outreach Gap Assessment?
  • OFCCP Compliance Evaluation Trends Regarding Outreach
  • Things to Consider When Conducting an Outreach Gap Assessment
  • Conducting the Outreach Gap Assessment
  • Outreach Gap Assessment Case Studies
  • Outreach Gap Assessment Conclusions
  • Questions and Answer




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