Module 2 – Case Federal Contract Compliance Issues EEO Compliance for Federal Contractors/Subcontractors
Module 2 – Case
Federal Contract Compliance Issues
EEO Compliance for Federal Contractors/Subcontractors
Before starting this assignment, be sure to familiarize yourself with the OFCCP and the following laws and their amendments:
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) About OFCCP. Retrieved at https://www.dol.gov/ofccp/aboutof.html
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Executive Order 11246, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/statutes/eo11246.htm
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Section 503 of the Rehabilitation Act of 1973, As Amended. Retrieved at https://www.dol.gov/ofccp/regs/compliance/sec503.htm
U.S. Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Regulations Implementing the Vietnam Era Veterans’ Readjustment Assistance Act. Retrieved at https://www.dol.gov/ofccp/regs/compliance/vevraa.htm
HR Hero. (2017) Affirmative Action. Retrieved at http://topics.hrhero.com/affirmative-action-in-employment/
U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). (n.d.) Sample affirmative action programs (AAPs). Retrieved from http://www.dol.gov/ofccp/regs/compliance/aaps/aaps.htm
U.S. Citizenship and Immigration Service (USCIS) (2012) (Executive Order 12989) E-verify Supplemental Guide. pp. 4-6. Retrieved at https://www.uscis.gov/sites/default/files/USCIS/Verification/E-Verify/E-Verify_Native_Documents/guide-federal-contractor_comp.pdf
You are an HR Manager for a large sheet metal manufacturing company. One of your largest customers has just secured a major office furniture contract with the federal government. Your customer wants your company to become a subcontractor for the project, making all of the plastic parts required. There is uncertainty among your organization’s top officials about whether or not to become part of this project, even thought it would be very lucrative. The disagreement centers around the preparation of an affirmative action plan and the goal achievement requirements imposed to correct underutilization.
Your paper of 4 pages (not including title page nor reference page) should address the following questions:
1.What are the EEO compliance requirements that impact a federal subcontractor?
2.What are the important components of an affirmative action plan (expand on the goal-setting process)?
3.How should affirmative action goals relate to an organization’s strategic human resources plan?
4.What would you recommend to your organization’s top officials about becoming part of this project?
Use at least 5 library resources to help support and strengthen your discussion. Please upload your paper by the module due date.
SECOND ASSIGNMENT- 3 PAGES
Module 2 – Case
Conflict Management Approaches & Human Behaviors
The Organization and Conflict Resolution
Organizations have developed structured models to facilitate decision-making, for nearly all aspects and functions, pertaining to their business world. It was only a matter of time, before organizations would continue this trend and develop a structured model for dealing with conflict.
The basis of a good model, is that it takes into consideration the major factors and players affecting the subject of the model.
Dr. Jessica Jameson has done just that, and in her article (below), she presents a comprehensive picture of the sources and conflict resolution strategies, within an organization.
Note: Article is offered with the author’s permission as of 19SEP11. For the full text article, click Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework.
Please read – Jameson, J. K. (1999). Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework. International Journal of Conflict Management; Bowling Green; Jul 1999; Abstract: This paper presents the theoretical rationale for further development of a model for the assessment and management of intra-organizational conflict. The purpose of such a model would be to assist employees, managers, human resource practitioners and external service providers in selecting the most appropriate conflict management strategy for a given conflict. It is suggested that a contingency-based model of strategy selection must include attention to characteristics of the conflict, desired outcomes of the participants and awareness of available conflict management strategies. By expanding the range of conflicts and conflict management strategies typically included within a single model, the framework presented forms the basis of a comprehensive model for dealing with intra-organizational conflict.
After carefully reading through the Module background material, and all of this article, please answer (in at least 3 content pages), the following questions:
1.The desired outcomes of disputants in conflicts include (but are not limited to): fairness, efficiency, effectiveness, and participant satisfaction.
2.Please elaborate on the importance of: fairness, effectiveness, and participant satisfaction.
3.The three Major Conflict Resolution Strategies proposed by the author are: interest-based, rights-based, and power-based strategies.
4.Please elaborate on the concept behind interest-based and power-based strategies.
1.Focus and address the case questions directly.
2.Identify between the outcomes and the strategies.
I would like to see your opinions and insight regarding the importance and concepts of the outcomes and strategies detailed above respectively.