Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee rights, such as equal employment opportunity (EEO) and affirmative action (AA). The HRCI certification examinations are widely recognized as the industry standard for evaluating Human Resource professional's competencies. HRCI is an affiliate of the Society for Human Resource Management (SHRM) and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regulations and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of equal employment opportunity and affirmative action. In the area of EEO, you will learn about the chief forms of employment discrimination, the impact of certain important discrimination cases on employment law, and the primary methods of complying with EEO laws and regulations. The course will also help you understand AA plans, that is, which companies must implement formal AA plans, what AA plans consist of, and how AA compliance audits are conducted. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge recommended by SHRM. Due to the rapidly changing nature of the law, information in this course may become outdated.
Target Audience
Human resources professionals who are preparing for the Human Resource Certification Institute's certification examinations
identify the importance of understanding the principles of equal employment opportunity.
identify examples of characteristics that, according to equal employment opportunity law, should not be used to make employment decisions.
match key categories of employment discrimination with examples.
match key employment discrimination cases from 1971 to 1976 with the EEO precedents they set.
match key employment discrimination cases from 1993 to 1995 with the EEO precedents they set.
choose examples of companies that must file an annual equal employment opportunity report.
choose valid examples of ways to obtain applicant flow data.
match the steps of the litigation process with examples of tasks HR staff might have to perform during each step.
Affirmative Action Plans
identify the benefits of understanding the nature of affirmative action plans.
identify types of organizations that are required to create affirmative action plans according to Executive Order 11246 (as amended by Executive Orders 11375 and 11478).
match the key analysis sections that are required in a formal affirmative action plan with statements that are true for each.
identify examples of the elements that are required by Section 60-2.16 and Section 60-2.17 of the OFCCP's 41 60-2 regulations.
match types of affirmative action audit reviews with their descriptions.