(In-Person) Meeting Presenter: Patricia (Patty) Pryor • ILG Business – Jason Ice, ILG Chair • Revised Scheduling letter and Itemized listing – Patty Pryor, Jackson Lewis LLP • OFCCP – Phylis Lipkin, District Director and/or Carmen Navarro, Regional Director Register Now >>
(In Person) Presenter: Matthew Camardella, Principal, Jackson Lewis-Long Island P.C. Agenda: 8:30am to 9:00am—Networking 9:00am to 9:15am—Chair’s Welcome, general info and introductions 9:15am to 9:30am—David Smith, OFCCP 9:30am to 9:45am—Alessandra M. Rosa, EEOC 9:45am to 10:00am—Break 10:00am to 11:30am—Guest Speaker, Matthew Camardella, Principal, Jackson Lewis-Long Island P.C. HRCI and SHRM credits available Register >>
See the World of HR Compliance through a Different Lens When: Tuesday, November 28, 2023 (8:00 am – 4:30 pm) = Full Day Conference Wednesday, November 29, 2023 (8:00 am – 12 noon) = Half Day Conference Program Agenda: COMING SOON! HRCI and SHRM credits available PRESENTERS: Candee Chambers and John Fox (DirectEmployers) Sheila Willis
Attendees will have an opportunity to network with other AZilg members as well as enjoy a nice lunch together directly after the annual conference! Please bring your recommendations and/or suggestions of topics (and potential speakers) for the AZilg Board Directors to consider while developing the 2024 Calendar of Events. Registration Information: FREE to CY2023 Paid
(Virtual Only) Agenda 9:00 am - 9:05 am Welcome, BILG Business Beth Ronnenburg, BILG Chair 9:05 am - 9:20 am EEOC Updates TBD - Outreach and Education Coordinator, EEOC (invited) 9:20 am - 9:35 am OFCCP Update Kimberlyn Love - District Director, Baltimore, OFCCP 9:35 am - 10:45 am Advancing DEI in the Federal Contractor
(Virtual Only) The OFCCP will present the new scheduling letter from 9 a.m. to 10:15 a.m. Following the OFCCP’s presentation, we will conduct our regular business meeting and roundtable discussion. 8:45 a.m. to 9:00 a.m. Welcome and Networking 9:00 a.m. to 10:15 a.m. OFCCP Presentation - The New Scheduling Letter 10:15 a.m. to 10:30 a.m.
(Virtual Only) Are you overwhelmed by what Artificial Intelligence (AI) is? AI tools promise to streamline HR processes, from candidate review and hiring through promotion and termination decisions. Our session provides an accessible introduction to AI and discusses its applications in HR decisions for contractors. Attendees will learn: 1) the basics of AI, 2) how
(Virtual Only) Join us on February 15th for our first webinar of 2024, Employer Data, Employee Impact, to learn about the NOD Employment Tracker™ and free NEW Employee Engagement Survey! An essential component of including people with disabilities in the workforce is embracing accessibility. A key for companies is understanding what they are doing well in this area
(Virtual Only) JAN consultants offer one-on-one consultation to help brainstorm accommodation ideas, provide practical guidance for addressing workplace accommodation issues, and work as a partner in the accommodation process. Join the JAN Sensory Team consulting staff for an interactive discussion about trending job accommodation and Americans with Disabilities Act (ADA) topics. The team will field
(Virtual Only) People with disabilities represent a major source of talent in the United States. Hiring skilled workers with disabilities expands talent pools, drives retention, and boosts productivity. Savvy business owners should be looking for ways to recruit and hire candidates from this large segment of prospective workers. Having the right recruitment strategies can help
(Virtual Only) Have you worried about finding or keeping workers at your small business? Workers with disabilities may be a solution. Study after study shows that being a disability-inclusive employer leads to many advantages, including diverse thinking, reduced turnover, and insight into a large and growing customer base. But where can small businesses find job
(Virtual Only) Accommodating cognitive and neurological disabilities, such as mental health conditions, attention deficit / hyperactivity disorder, brain injury and seizure disorders, in the workplace may pose unique considerations that do not exist with other disabilities, as the need for accommodations may not always be apparent. Potential complexities may arise in understanding employee limitations, identifying