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AAAA PDTI

American Association for Affirmative Action Professional Development and Training Institute

Course Catalogue 2011

The AAAA Professional Development and Training Institute (PDTI) is the preeminent provider of EEO, Affirmative Action and Diversity Training for 21st Century Professionals.

The American Association for Affirmative Action (AAAA) is the association of professionals managing affirmative action, equal opportunity, diversity and other human resource programs. Founded in 1974, the AAAA is a national notfor-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity. We help our members to be more successful and productive in their careers. We promote understanding and advocacy of affirmative action to enhance access and equality in employment, economic and educational opportunities. AAAA's PDTI has been a primary sponsor of quality training in equal employment opportunity (EEO) and affirmative action law and policy since 1991. PDTI faculty consists of experienced educators who understand both the theory and the applications of EEO, affirmative action and diversity law and policy. Professionals who complete the basic coursework are eligible to receive the Certified Affirmative Action Professional (CAAP) credential. PDTI courses are eligible for continuing education credits awarded by the Human Resources Certification Institute ("HRCI"), and may be eligible for continuing legal education credits. In 2011, AAAA will offer both classroom and onsite training at the facility of your choice. We will work with you to design the coursework that fulfills your needs, ranging from conducting effective internal investigations to developing a compliant workplace. AAAA also will offer a series of webinars for the busy professional who does not have time or the resources to travel for classroom training. We are proud of the excellence of our webinar faculty and urge you to sign up for timely and topical programs. Welcome to AAAA and our Professional Development and Training Institute for 2011!

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Classroom Training

The PDTI classroom experience takes place three times per year in locations geographically dispersed throughout the United States. Participants who successfully complete the three core courses ­ EEO/AA Law, Complaint Processing, and Affirmative Action Plan Development ­ earn the Certified Affirmative Action Professional (CAAP) Level I designation. The three-part, 52-hour course for the CAAP credential and PDTI's advanced courses are designed with new as well as seasoned practitioners in mind. These programs are designed to enhance legal knowledge and technical and administrative skills in equal employment opportunity, affirmative action, and diversity. In 2008, the Association added AAAA Webinars, web-based seminars to provide expert information on current legal, policy and regulatory matters. In 2011, the one- to twohour webinars will be offered every month and are available to AAAA members and non-members alike. Recent webinars have addressed such issues as Disability Issues in Higher Education; Workplace Safety; Sexual Assault, Sexual Harassment and Title IX; EEO Record-Keeping; and Recruiting and Retaining Faculty of Color. AAAA Webinars are an excellent, cost-effective and time-saving addition to the tools that professionals may use to hone skills in the field of EEO, affirmative action and diversity.

Onsite Training

AAAA ONSITE TRAINING, in which a training program is specially designed to fit the needs of the individual client, is an excellent option for institutions or companies that have specific needs or a group of employees who need targeted training. Onsite training is also cost-effective and saves travel costs and staff time away from the office. AAAA's expert faculty works with the client to develop the curriculum and deliver the training at the client's designated location.

PDTI Certifications

AAAA courses qualify for the Certified Affirmative Action Professional (CAAP) credential. The CAAP, which can be added as a suffix after one's name, demonstrates one's commitment to excellence in the affirmative action and EEO profession. AAAA's PDTI has been designated as a Human Resources Certification Institute (HRCI) approved provider. For more information about recertification credits toward your PHR or SPHR, please visit www.hrci.org or our website at www.affirmativeaction.org/training.html. Some course offerings also may be eligible for continuing legal education (CLE) credit.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

AAAA PDTI CLASSROOM PROGRAM FOR 2011

DALLAS METRO AREA - FEBRUARY 20-26

Feb. 20-21: EEO Law (16 hours) Feb. 22-23: Complaint Processing (16 hours) Feb. 24-26 AAP Planning and Development (20 hours) Advanced Coursework TBD

Early Registration Deadline: January 17, 2011 Early Registration Tuition

AAAA Members: $750 for 16-hour courses; $800 for 20-hour courses Non-Members: $900 for 16-hour courses; $950 for 20-hour courses

CHICAGO - JUNE 12-19

June 12-13: EEO Law (16 hours) June 14-15: Complaint Processing (16 hours) June 16-18: AAP Planning and Development (20 hours) Advanced Coursework TBD

Early Registration Deadline: May 9, 2011 WASHINGTON, D.C. METRO AREA - OCTOBER 9-15

Regular Tuition

AAAA Members: $825 for 16-hour courses; $875 for 20-hour courses Non-Members: $975 for 16-hour courses; $1,025 for 20-hour courses Registrants who complete all three courses at a single PDTI site receive a $150 discount.

Oct. 9-10: EEO Law (16 hours) Oct. 11-12: Complaint Processing (16 hours) Oct. 13-15: AAP Planning and Development (20 hours) Advanced Coursework TBD

Early Registration Deadline: September 5, 2011

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REGISTRATION INFORMATION

To register for AAAA's Professional Development and Training Institute programs visit AAAA's website at: www.affirmativeaction.org/training.html or contact the AAAA National Office at: 202.349.9855 or 800­252-8952 [email protected] AAAA Accepts Credit Cards (MasterCard and Visa), checks and purchase orders. Make Checks or Purchase Orders payable to: AAAA Institute U.S. Mail and Overnight/Express Payments: Moody Nat'l Bank AAAA Lockbox P.O. Box 9010 Department 150 Galveston, TX 77553

AAAA FEI: 31-0896714

AAAA Reserves the right to reschedule or cancel classes for low enrollment. To qualify for the CAAP Level I or II credential, courses must be completed within five (5) years. Students may take the CAAP Level II courses at any time, but must complete the CAAP Level I courses in order to qualify for the CAAP Level II credential. Advance registration is required for all courses and must be made through the AAAA/PDTI website. Please visit the website for complete upto-date information on the course dates, times and locations.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

Course Descriptions

Equal Employment Opportunity Affirmative Action Law

This course is a primer on federal civil rights laws and explores the impact of those laws in the dayto-day operations of the workplace. It is designed for professionals with EEO/AA responsibilities and other human resources personnel who must design and implement legally compliant policies. The course provides participants not only with a theoretical and technical legal framework, but also offers real life scenarios, practical information, and hands-on techniques that can be applied in the workplace. The course also covers affirmative action -- an important but much misunderstood area of EEO law. The instructor will teach participants about federal affirmative action regulations, dispel misconceptions, and provide a legal and practical foundation for affirmative action implementation.

provides an overview of the subject matter and the following topics will be covered in detail: · · · · · · · · · Job Group Analysis Organization Profile Determining Availability Comparing Incumbency to Availability and Placement Goals Prior Year's Performance Identification of Problem Areas (Adverse Impact Analysis) Internet Applicant Regulations Analysis of Compensation Data Compliance Evaluations

Complaint Processing, Counseling and Resolution

This course is designed for human resource professionals, EEO/AA professionals and ADA compliance officers with responsibilities in the areas of Affirmative Action, Equal Opportunity, Equity, and Diversity. The course will cover internal and external agency complaint intake, investigation, counseling, and resolution issues, strategies, policies and procedures consistent with federal equal employment opportunity and affirmative action law.

Basic Statistics and Applications in AA Plan Development, Adverse Impact and Compensation

No previous knowledge of statistics is expected and there are no pre-requisites It is imperative that federal contractors understand and use sound and methodical processes for analyzing data to ensure compliance with federal regulations, but more importantly, to monitor institution's good faith efforts to promote equal opportunity and diversity. The data must also be examined for the purposes of anticipating and identify potential vulnerabilities, to respond to federal audits, to guard against the perception of bias, and ultimately, to create diverse and inclusive work environments and to protect the organization against legal challenges. This course is designed for affirmative action, equal opportunity and human resource professionals with responsibility in the areas of systems analysis, development of diversity initiatives, and measurement metrics.

Affirmative Action Planning and Development

This course concentrates on the development and implementation of Executive Order 11246 Affirmative Action Plans (AAPs). The course covers all aspects of AAP development as well as recent developments in U.S. Department of Labor regulations. The course

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Purpose

The primary objective of the course is to provide an introduction to basic statistical concepts and their relevance in the employment environment. The course content will help participants develop a framework for conducting and analyzing quantitative and qualitative data to support institutional compliance, equity and diversity goals.

and documentation of legitimate business reasons for any differences or implementation of corrective action. The course is designed to prevent costly findings of compensation discrimination and covers the following topics: · · · · · · · Laws prohibiting compensation discrimination Leading compensation discrimination lawsuits and settlements Identifying variables that impact compensation Federal standards and guidelines Determining Similarly Situated Employee Groups Responding to OFCCP's evolving methodology Developing a compensation strategy

Course Content

Participants will develop an understanding of descriptive and inferential statistics, including mode, median, mean, central tendency, variation, range, variance, and standard deviation. The discussion will touch upon other statistical methods used in compensation analysis, including basic regression models. The course content will focus on statistical applications in five areas: Affirmative Action Plans, including trend analysis for workforce planning, estimating weighted availability and underutilization analysis. Impact Ratio Analysis Compensation Analysis Discrimination Analysis An overview of examining qualitative data and formulating metrics to measure progress.

ADA Compliance and Legal Update

The Americans with Disabilities Act Amendments Act (ADAAA) made significant changes to the ADA's definition of "disability" that broadens the scope of coverage under both the ADA and Section 503 of the Rehabilitation Act. The course will review the ADA and Section 503 as well as the various theories of discrimination, including disparate treatment, reasonable accommodation, disparate impact, harassment and retaliation ­ all still relevant under the ADA. This two-day course will include an in-depth discussion of the ADA and provide an opportunity to problem-solve and discuss difficult but real-life issues that may arise in the workplace under the ADA. Participants must be prepared to engage in interactive exercises that will enable them to handle workplace disability issues. This course is designed for human resource professionals, AA/EEO professionals, and ADA compliance officers with responsibilities in the areas of Affirmative Action, Equal Opportunity, Equity and Diversity.

Instructional Methods

Instructional methods include: lecture, group exercises, role play and questions and answer sessions. Participants will receive sample data/ worksheets, pertinent regulations; recent court cases and insight into the Office of Federal Contract Compliance Programs ("OFCCP") audit process, especially as it relates to data analysis.

Compensation Analysis

This course will concentrate on identification of potential indicators of compensation discrimination

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

AAAA PDTI Faculty 2011

Mary Dunn Baker, Ph.D.

ERS Group Compensation Analysis Mary Dunn Baker is a Ph.D. economist who serves as a Director at ERS Group (ERS), a research firm that specializes in statistical and economic analyses of labor and employment issues. Dr. Baker prepares statistical analyses of employment decisions such as hiring, promotion, compensation, performance ratings and termination for litigation involving allegations of gender, race, ethnicity, age and other forms of discrimination. In wage and hour cases, she analyzes data to address misclassification, unpaid overtime, and missed meal/rest break issues. She also estimates the value of economic losses resulting from a variety of alleged actions and events. Dr. Baker has testified in federal court, state court and other judicial settings. Among the cases in which she has given expert testimony are, Smith, et al., v. City of Jackson, Mississippi; Serrano, et al., and Avalos, et al., v. Cintas Corporation; Satchell, et al., v. FedEx Express; American Association of University Professors v. The University of Cincinnati; Thompson, et al., v. Northrop Grumman Ship Systems, Inc.; Powers and McCarthy, et al., v. U.S. Department of Transportation; and Sharon Pollard v. E.I. Du Pont de Nemours Company. In addition to her litigation work, Dr. Baker designs programs for organizations to monitor the outcomes of employment practices and to identify steps in decision-making systems that potentially generate adverse impact. She also assists federal government contractors in preparing for Office of Contract Compliance Program (OFCCP) audits and responding to notices of violation. Dr. Baker has been invited by numerous organizations such as The American Bar Association, The Florida Bar and the American Association for Affirmative Action to give lectures and conduct workshops regarding statistical analyses of employment practices and the estimation of the value of alleged economic losses. Dr. Baker has been employed by ERS since 1986. Prior to joining ERS, she was a member of the economics faculty at Auburn University Montgomery. She has also served as an adjunct professor of economics at Florida State University.

Glenn Barlett

Barlett Consulting Services, LLC Affirmative Action Plan Development Compensation Analysis Glenn Barlett is the President of Glenn Barlett Consulting Services, LLC located in Englishtown, New Jersey. He is a nationally recognized expert in the use of statistical analysis of personnel data to identify potential employment discrimination and the preparation of Affirmative Action Plans. He has intimate knowledge of the Office of Federal Contract Compliance Programs (OFCCP) US Department of Labor, where he was employed as an Equal Opportunity Specialist, Quality Auditor, and Regional Director of Planning and Support. His firm prepares hundreds of Affirmative Action Plans and assists in dozens of OFCCP Compliance Reviews every year. Glenn is a member of the faculty of the Cornell University School of Industrial and Labor Relations and the Rutgers University Institute of Management and Labor Relations, in addition to the AAAA PDTI. He teaches seminars on the use of statistical analysis to identify potential areas of employment discrimination, the preparation of Affirmative Action Plans, the OFCCP's Internet Applicant Regulations, EEO Compensation Analysis, and the Glass Ceiling.

Linda Cavanna-Wilk, Esq.

Ford & Harrison, LLP Equal Employment Opportunity and Affirmative Action Law Linda Cavanna-Wilk focuses her practice on employment law, representing management clients in all aspects of EEO law and administrative litigation, including employment discrimination, wrongful discharge matters, sexual and other forms of harassment, FMLA, FLSA, reductions-inforce, policy and procedure development and the development of employee handbooks. Ms. Cavanna-Wilk concentrates on affirmative action, EEO compliance and diversity. Ms. Cavanna-Wilk is involved with affirmative action plan preparation, routine advice and counsel, client representation during OFCCP audits, mock glass ceiling audits, diversity audits and compensation analyses. She also assists companies with implementation of IRS systems, applicant tracking programs and employment testing. Ms. Cavanna-Wilk teaches various employment law courses including "Affirmative Action Programs: Preparation, Implementation and Compliance,""Internal and External Complaint Procedure" and "Public Sector Law" at Cornell University, as well as employment law and affirmative action courses through the American Association for Affirmative Action.

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Inderdeep Chatrath, Ph.D.

Director, Equal Opportunity and Affirmative Action Programs, Duke University Basic Statistics and Applications in AA Plan Development, Adverse Impact, and Compensation Dr. Chatrath is currently Director of Equal Opportunity and Affirmative Action Programs for Duke University and the Duke University Health System. In this role, she is responsible for designing studies, compiling, and reporting institutional data pursuant to federal regulations, and coordinating research and evaluation studies setting forth progress and adverse trends in the areas of affirmative action and equal opportunity. During her tenure at Duke, Dr. Chatrath has been responsible for institutional research functions, and managed harassment prevention, diversity, and disability management programs. Dr. Chatrath comes to this field with a strong background in institutional research and with special interest and expertise in program evaluation. She has received several federal and state grants to undertake evaluation and assessment of community initiatives, such as the Durham Partners Against Crime Initiative, Smart Start Program Evaluation for Durham's Partnership for Children, Family Planning and Preservation Program, and Program for Court-Involved Youth. Dr. Chatrath is currently conducting an evaluation study for HOPE VI, a $35 million revitalization project funded by the U.S. Department of Housing and Urban Development. Dr. Chatrath received a Doctorate degree in Adult and Higher Education Administration from the University of North Carolina at Chapel Hill.

Julia Mendez Fuentes, PHR, CELS

Peopleclick Authoria Affirmative Action Plan Development Julia Mendez. Fuentes is Director, Workforce Compliance and Diversity Solutions, for Peopleclick Authoria's New Orleans office. In her role, Ms. Fuentes include overseeing the training programs for customers as well as creating content and delivering training in areas such as equal employment opportunity (EEO) and affirmative action (AA) compliance, EEO-1, VETS-100A, web accessibility for disabled, and reviewing responsibilities of AA and EEO to management. She also has 15 years' experience in preparing affirmative action plans, assisting clients through OFCCP compliance reviews, and offering technical assistance both to clients and internal customers. She is editor of Peopleclick Authoria's PRI Digest electronic newsletter as well as the Diversity Chairperson for Workforce Compliance and Diversity Solutions. She has also been a speaker at national, regional and local conferences on topics such as new veteran classifications, EEO-1 and VETS-100A requirements, web accessibility for persons with disabilities, preparation for an OFCCP compliance review, and EEO/Affirmative Action/Diversity legal requirements. Ms. Fuentes is a graduate of University of New Orleans, where she obtained bachelor and masters degrees in business. She also holds the Professional in Human Resources certification from the Society of Human Resource Management and is a Certified Employment Law Specialist from Columbia Southern University. Ms. Fuentes is a current Board member and a past president of the Louisiana Liaison Group. She is also a member of the Society for Human Resource Management; Human Resource Management Association of Greater New Orleans, where she has served as Diversity Chairperson since 2007; and is a member of the American Association for Affirmative Action. She also is on the editorial board for INSIGHT into Diversity.

Robert E. Gregg, Esq.

Boardman Law Firm Equal Opportunity and Affirmative Action Law Complaint Processing, Counseling and Resolution Bob is a partner in the Boardman Law Firm of Madison, Wisconsin. He has been professionally involved in Employment Relations and Civil Rights work for over 30 years and has designed the employment policies and procedures of numerous private employers, government agencies and universities. He litigates and serves as an expert witness in EEO cases. As a founding faculty member of the Department of Defense Race Relations Institute (now the DOD Equal Opportunity Management Institute), he developed anti-discrimination programs for military bases worldwide. As Chief Equal Rights Officer for the Wisconsin Personnel Commission, he was responsible for the discrimination case process and developing state employment laws and regulations. Mr. Gregg is a consultant on the issue of Civil Rights and anti-discrimination in education, employment, public housing, law enforcement, service provision and has helped numerous public and private employers. Bob holds a BS degree in Business from Marshall University, Master of Social Work, and Juris Doctorate from West Virginia University and completed all course work toward a Doctorate in Education Administration. Bob's main emphasis is helping employers achieve enhanced productivity, creating positive work environments, and resolving employment problems before they generate lawsuits. Bob has conducted over 2,000 seminars throughout the United States and authored numerous articles on practical employment issues. His career has included canoe guide, carpenter, laborer, Army Sergeant, beer taster, social worker, educator, business owner, Equal Employment Opportunity officer, and employment relations attorney. Bob is a member of the Society for Human Resource Management and the National Speakers Association.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

Marjorie L. Powell, J.D.

Powell Consulting Complaint Processing, Counseling and Resolution Marjorie Powell currently serves as an independent EEO/AA and Human Resource Consultant in the metropolitan Washington, D.C. area. She was formerly the Director of Affirmative Action Programs in the Office for Institutional Diversity, Equity and Affirmative Action at Georgetown University. Marjorie has more than 20 years of expertise in university compliance, affirmative action and equal opportunity, and diversity and inclusion programs. She has served as liaison for three major public and private universities on charges of discrimination from the U.S. Equal Employment Opportunity Commission, Department of Labor-OFCCP, Department of Education ­ Office for Civil Rights, and the Department of Justice. She also serves as liaison for local government human rights agencies. Marjorie served for nine years as the Director for Equal Opportunity, Policy Development and Analysis at Wayne State University in Detroit, and four years as the Coordinator for the Anti-Discrimination Judicial Board and Freedom of Information Officer for Michigan State University. Ms. Powell holds a Bachelor of Arts degree in Sociology from Boston University and a law degree from The Ohio State University College of Law. She also served as an Instructor in the Professional Program for Human Resource Management in the School for Continuing Studies at Georgetown University. Ms. Powell is a member of and has served on the national and regional boards of several professional organizations, including the American Association for Affirmative Action (AAAA). She also served as chair of the Professional Development and Training Institute for AAAA.

Sybil Randolph, MA, PHR

Berkshire Associates, Inc. Affirmative Action Plan Development Sybil Randolph is a Senior Human Resources Consultant at Berkshire Associates Inc. who has more than ten years of active human resources experience. She is responsible for developing compliant affirmative action plans for colleges, universities, and the business community. She assists clients through OFCCP audits as well as with salary analyses. In addition, Ms. Randolph develops customized training programs for companies, particularly in the area of diversity training. A talented communicator, Ms. Randolph draws upon her expertise to train human resources professionals in Affirmative Action Planning, Diversity, and HR Best Practices. She has also spoken on such topics as Affirmative Action and Workforce Diversity for the American Association for Affirmative Action (AAAA) conference, regional Industry Liaison Group (ILG) conferences, Society for Human Resource Management (SHRM) Workplace Diversity conference, SHRM annual conference, several local HR associations, and private companies. In addition, she has appeared in DiversityInc magazine. Ms. Randolph has a master's degree in Human Resources Development from The George Washington University in Washington, DC. She is a board member for the Baltimore chapter of the National Association of African Americans in Human Resources, a member of the Society of Human Resources Management, the Howard County Human Resources Society, and a board member for the Family Health and Education Institute.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

Mickey Silberman, Esq.

Jackson Lewis LLP Equal Employment Opportunity and Affirmative Action Law Mickey Silberman is a partner with Jackson Lewis LLP, a national workplace law firm. He is the managing partner of the firm's Denver office and is chair of the firm's National Affirmative Action/Diversity Practice Group. Mickey represents management exclusively in all areas of employment law and specializes in affirmative action, EEO and Diversity. He counsels employers from all industries and all areas of the country in this area of the law and is a frequent speaker at programs throughout the country on the topic. In addition, he is Legal Counsel to and serves on the Executive Committee of the National Industry Liaison Group (NILG) Board, an affirmative action employers association. Mickey and the AAP practice group prepare more than 1,500 AAPs for clients in a wide range of industries and across the country. In addition, during the past several years, Mickey has directed the defense of hundreds of OFCCP audits, including successful defense of many Corporate Management ("glass ceiling") Reviews. This high volume of audit defense throughout the country keeps him on the "cutting edge" of the OFCCP's rapidly evolving enforcement trends. Mickey spends much of his time counseling companies on complex, "real world" issues relating to diversity, EEO, and affirmative action compliance. He has helped many national employers develop compliance procedures relating to recruitment, applicant tracking, preemployment testing, compensation systems, performance assessment, succession planning, etc. In addition, he frequently counsels employers on the development and implementation of diversity initiatives. He also conducts mock audits to help companies assess their compliance with EEO and affirmative action obligations. Mickey received his Juris Doctor degree from the St. John's University School of Law with a concentration in the study of Advanced Labor Law. He graduated with honors from the City University of New York. He is admitted to the Bars of the States of Colorado.

Leslie M. Solondz, Esq.

Seyfarth Shaw LLP Equal Employment Opportunity and Affirmative Action Law Leslie M. Solondz is a member of the Labor & Employment Department and OFCCP & Affirmative Action Compliance Team in the Atlanta office of the law firm Seyfarth Shaw. She devotes a significant portion of her practice to Office of Federal Contract Compliance Programs (OFCCP) compliance, affirmative action, pay equity, and workplace diversity. Ms. Solondz represents federal contractors and subcontractors in connection with OFCCP compliance evaluations, including corporate management reviews, from desk audits through onsite evaluations and off-site reviews; negotiates conciliation agreements; defends clients in enforcement proceedings resulting from OFCCP audits; oversees the development of affirmative action programs; assists clients with creating legally compliant recruiting, selection, applicant tracking, pre-employment testing, performance management, compensation, and other employment processes and procedures; and provides preventive counseling with respect to other federal contractor obligations arising under Executive Order 11246, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, the Rehabilitation Act, and other laws and regulations applicable to federal contractors. She regularly represents non-contractor clients challenging OFCCP jurisdiction. Ms. Solondz also counsels employers about a vast array of employment issues such as effective workplace policies and practices; meaningful workplace investigations; prevention of employment litigation and legal liability avoidance; and compensation practices. She provides onsite and web-based training to management and supervisors concerning workplace conduct and preventing legal claims. Ms. Solondz has represented employers in all types of employment litigation and alternative dispute resolution proceedings, including matters under Title VII of the Civil Rights Act of 1964, Section 1981 of the Civil Rights Act of 1866, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the Fair Credit Reporting Act, the Sarbanes-Oxley Act of 2002, and other federal, state and local laws. Ms. Solondz routinely speaks at conferences and seminars and to trade organizations, and she has published articles on various employmentrelated topics. Prior to entering private practice, Ms. Solondz served as a law clerk to Senior United States District Judge R. Allan Edgar in the Eastern District of Tennessee.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

Dean Sparlin, Esq.

Sparlin Law Office, PLLC Equal Employment Opportunity and Affirmative Action Law Dean Sparlin is a lawyer and affirmative action consultant based in Fairfax, Virginia. He represents and advises management on employment issues, specializing in affirmative action plans and other applications of sophisticated statistical techniques to the field of employment law. In doing so, he draws upon his legal education at the College of William and Mary, a master's degree in statistics at George Mason University, and nearly 20 years of experience as a practicing attorney and affirmative action consultant. Mr. Sparlin earned his J.D. in 1986 from the Marshall-Wythe School of Law at the College of William and Mary. He was Managing Editor of the William and Mary Law Review and a member of the Order of the Coif, a national honor society for law students. He is a member of the bars of the Commonwealth of Virginia, the District of Columbia, and various federal courts. Immediately after his graduation, Mr. Sparlin became associated with the Washington, D.C. office of Gibson, Dunn & Crutcher LLP, a leading national law firm, where he practiced law for 17 years. Drawing upon his experience, education, and aptitude in mathematics, Mr. Sparlin honed his expertise in the application of statistics and quantitative analysis in the field of employment law. In addition to acting as an affirmative action consultant for numerous clients, he analyzed salary structures, the race and gender impacts of proposed reductions in force, and patterns of alleged discrimination on the basis of race, gender, age, and disability in connection with litigated matters. In 2003, Mr. Sparlin left Gibson, Dunn & Crutcher LLP to establish an independent practice, offering his services as a lawyer and affirmative action consultant. Mr. Sparlin completed his M.S. in Statistical Science at George Mason in 2006. Mr. Sparlin has spoken before numerous groups on labor-related issues, including the American Bar Association, American Association for Affirmative Action, the Industrial Relations Research Association, the National Association of Manufacturers, and the Aerospace Industries Association. He appeared on the syndicated television series, It's Your Business, as an expert on the application of federal employment laws to the United States Congress. His writings have appeared in several publications including the Wall Street Journal and the National Law Journal.

Janet R. Thornton, Ph.D.

Director, ERS Group Basic Statistics and Applications in AA Plan Development, Adverse Impact and Compensation Janet Thornton, Ph.D., has been with ERS Group since 1986 and is currently a Director. She specializes in analyzing employment decisions and preparing analyses pro-actively and in response to litigation and OFCCP audits. Dr. Thornton has worked with data from a number of firms in a wide range of industries and has prepared economic and statistical analyses involving allegations of gender, race, ethnicity, and age discrimination in a variety of employment practices including selection, termination, and compensation, as well as Fair Labor Standards Act compliance. Dr. Thornton has appeared testified in large class action and single plaintiff litigation. She has been an adjunct professor of quantitative methods and statistics at Florida State University, a frequent presenter at ERS Group seminars and has published articles in journals such as Journal of Legal Economics and the Journal of Forensic Economics. Dr. Thornton holds doctoral and master's degrees in economics from the Florida State University.

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

Ida Elizabeth "Beth" Wilson, J.D.

Associate Vice President & Executive Assistant to the President Southern Methodist University Complaint Processing, Counseling and Resolution Beth Wilson has served as Associate Vice President for Access and Equity and Executive Assistant to the President at Southern Methodist University since July, 2003. Her responsibilities include developing and implementing policies and programs that ensure both equal access and equitable treatment for the diverse populations of students, faculty and staff at SMU. In addition to addressing access and equity issues, she will be responsible for identifying challenges and problems in these areas and making recommendations for their solutions. Ms. Wilson is an attorney, consulting company president and certified mediator. She served as associate provost of Columbia University from 1995 to 2000; has held adjunct faculty positions at the University of Oklahoma since 1983 which require teaching in many foreign countries in Europe and Asia as well as in the U.S.; and was an adjunct faculty member at Southern Methodist University and Oklahoma City University Schools of Law. She has administered affirmative action programs for the University of Oklahoma, Oklahoma City Public Schools and University Hospital and Clinics in Oklahoma City. Ms. Wilson has served as consultant for numerous clients including community and professional organizations, educational institutions, corporate entities, and government agencies in Oklahoma, New York, Pennsylvania, New Jersey, Vermont, Maryland, Ohio and others. She was national president of the American Association for Affirmative Action from 1998 to 2000; was the first chair of the Affirmative Action Review Council for the State of Oklahoma ­appointed and reappointed by two Governors; served as a Board member of the National Bar Association and other professional and community organizations; and served as President/Director of various regional, state, and local professional organizations. She has received numerous service awards and was twice named an Outstanding Young Woman of America. Ms. Wilson has appeared on various public service television and radio programs in Oklahoma, New York, Washington, D.C. and Pennsylvania, and has been a panelist and featured speaker on affirmative action issues on several national television broadcasts. She earned bachelors and master's degrees from the University of Oklahoma and graduated fourth in her class with a J.D. degree from the Oklahoma City University School of Law. While a student there, she received American Jurisprudence Awards in labor law and constitutional law and highest grade honors in Employment Discrimination Law.

Staff

Executive Director

Shirley J. Wilcher Suite 800 888 16th Street NW Washington DC 20006 Business 800-252-8952 or 202-349-9855 Ext. 1857 Fax 202-355-1399 [email protected]

Office Administrator

Jacqueline S. Johnson Suite 800 888 16th Street NW Washington, DC 20006 Business 800-252-8952 or 202-349-9855 Ext. 1857 Fax 202-355-1399 [email protected]

AAAA Professional Development and Training Institute 2011 | www.affirmativeaction.org | 800.252.8952

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