KENTUCKY INDUSTRY LIAISON GROUP

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CURRENT INFORMATION

Registration is officially open for the 8^{th Annual Regional Minority & Women Business Owners Conference (MWBOC) that takes place at Caesars Indiana on Wednesday, March 5th. Sponsored annually by One Southern Indiana and hosted by Caesars Indiana, business owners throughout the region look forward to this event as this area’s most results-oriented and productive for participants.}

The MWBOC is the area’s only conference with a primary focus on women and minority-owned enterprises. WAVE-3 TV’s Dawn Gee will welcome attendees as emcee at the event’s breakfast session.

Nearly 100 exhibitors and 500 attendees are expected to attend the conference, which includes workshop sessions on branding and public relations, business certification, diversity and inclusion, and many more.

The conference is open to both One Southern Indiana members and non-members. Registration is $95.00 and includes breakfast and lunch. To register for the conference and workshops or secure an exhibit booth, contact One Southern Indiana at 812-945-0266 or register online at ^www.1si.org.

Date
March 5, 2008

Time
7 a.m. – 4 p.m.

Location
Caesars Indiana,
11999 Ave. of the Emperors,
Elizabeth, IN 47117

To Register
^www.1si.org

October 25, 2007

September 26, 2007

First FY 2008 Scheduling List Released

Beginning October 1, 2007, OFCCP regional offices may schedule compliance evaluations of non-construction Federal contractors from the first FY 2008 scheduling list.

The new scheduling list includes approximately 2500 facilities that have either self-identified as being an establishment of a Federal contractor, or have been identified as such by OFCCP. OFCCP generated this list through its Federal Contractor Selection System (FCSS). This system uses multiple information sources and analytical procedures to select contractors for review, including a mathematical model that ranks Federal contractor establishments based on an indicator of potential workplace discrimination. As part of the selection process, OFCCP attempted to better identify whether a potential contractor actually holds a current Federal contract by matching the EEO-1 list to external Federal contract databases. The list also includes a number of establishments identified through external Federal contract databases as part of OFCCP's Contracts First Initiative.  

This list excludes establishments based on a variety of factors, including, for example, establishments that are currently undergoing a compliance evaluation, were evaluated within the last 24 months, or have received the Secretary of Labor's Opportunity Award or an Exemplary Voluntary Efforts Award within the last three years. Additionally, Federal contractor establishments covered by Functional Affirmative Action Program (FAAP) agreements with OFCCP were excluded and will be selected for evaluation through a separate process.  

OFCCP has mailed a Corporate Scheduling Announcement Letter (CSAL) to the Chief Executive Officer (or designated point of contact) of each parent company with more than one establishment listed for the scheduling of a compliance evaluation this Fiscal Year.  

As in the past, depending on the workload of individual OFCCP offices, all establishments identified in the attachment to the CSAL may not be scheduled for an evaluation. Additionally, it is possible that establishments other than those specifically identified in the CSAL may be evaluated by OFCCP for a variety of reasons, such as subsequent scheduling releases, contract award notices, directed reviews, individual complaints, or the conciliation agreement monitoring process.  

For contractors with multiple establishments, OFCCP has limited the number of new compliance evaluations identified through the scheduling process to 25 new evaluations during a Fiscal Year. Compliance evaluations scheduled as a result of contract award notices, directed reviews, conciliation agreement monitoring, or credible reports of an alleged violation of a law or regulation are not counted towards this limit.

For additional information concerning the CSAL and FCSS, please click on the link OR paste the links provided below in your web browser:

Corporate Scheduling Announcement Letter - Frequently Asked Questions        http://www.dol.gov/esa/regs/compliance/ofccp/faqs/CSAL_QsAs.htm

Federal Contractor Selection System (FCSS) - Frequently Asked Questions       http://www.dol.gov/esa/regs/compliance/ofccp/faqs/fcssfaqs.htm 

July 5, 2007

A revised Federal minimum wage poster, reflecting the recently enacted minimum wage increases, is now available free of charge on the Department of Labor’s Web site. Every employer of employees subject to the Fair Labor Standard Act’s minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it. 

Effective July 24, 2007, the federal minimum wage for covered non-exempt employees will be $5.85 per hour. The minimum wage increases to $6.55 per hour effective July 24, 2008; and $7.25 per hour effective July 24, 2009. 

A separate provision of the recently-passed law brings about phased increases to the minimum wage in American Samoa and the Commonwealth of the Northern Mariana Islands, with the goal of bringing the minimum wage in those locations up to the general federal minimum wage over a number of years. 

Many states also have minimum wage laws.  Covered employers must comply with both. 

The tip credit provisions of the FLSA remain the same. An employer is still required to pay $2.13 an hour in direct wages if that amount plus the tips received equals at the least the Federal minimum wage, provided the employer has informed the employee of the tip credit being taken, the employee retains all tips except to the extent they participate in a valid tip pooling arrangement, and the employee customarily and regularly receives more than $30 a month in tips. 

The youth minimum wage also remains the same. Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of employment with an employer. 

Additional posters and compliance assistance materials will be available in the coming weeks. For more information, call the U.S. Department of Labor’s toll-free help line at 1-866-4US-WAGE (487-9243) or visit http://www.wagehour.dol.gov. 

You can view or update your subscriptions, password or e-mail address at any time on your User Profile page. 

You can always use the "Reset your Password" link on the Log-In page for help. 

Visit us on the web at www.dol.gov/compliance. 

P.S. If you have questions about our programs or services, please e-mail compliancehelp@dol.gov for assistance. If you have any technical questions or problems, please e-mail support@govdelivery.com for assistance. 

 GovDelivery, Inc. sending on behalf of the United States Department of Labor · Frances Perkins Building · 200 Constitution Avenue NW · Washington DC 20210 · 1-800-439-1420

June 11, 2007

Business Diversity Network of Kentucky

in conjunction with

Frost  Brown Todd LLC and Fifth Third Bank

present

Generations at Work

Diversity in business isn’t just about understanding
ethnicity or preferences. Men and women, of
every age and background, are a vital part of
business and their challenges are many. Join us
as we explore generations in the workplace with
Jane Pigott, one of America ’s leading business
diversity consultants.  

The Business Diversity Network (BDN) is in its fourth year of providing forums to help companies improve their existing diversity programs, implement new programs, and explore the many facets of workplace diversity.    

Date: Thursday, June 14, 2007

TIME:    8:30 - 9:00 a.m.    Registration
                                    9:00 - 11:00 a.m. Program / Workshop

LOCATION:       Louisville Palace Theatre 
                    625 South Fourth Street

There is no cost to attend and a continental breakfast will be served. 

Pre-registration is required and seating is limited.  To help ease the registration process, Business Diversity Network proudly introduces an automated way to register for this event at our new and improved website at www.bdnky.org.

Registration for this event opens on June 4, 2007.

We look forward to your participation in this workplace diversity forum that is sure to be enlightening and value-added.

October 5, 2006

FOR IMMEDIATE RELEASE
CONTACT: Charles Robbins
Monday, Oct. 2, 2006
David Grinberg

(202) 663-4900

TTY: (202) 663-4494

EEOC ACCEPTING NOMINATIONS FOR 2007 FREEDOM TO COMPETE AWARD

Honors Best Practices that Promote Fair and Open Competition in the
Workplace
WASHINGTON - Naomi C. Earp, Chair of the U.S. Equal Employment Opportunity
Commission (EEOC), today launched the EEOC's third annual Freedom to
Compete Award application process, announcing that the agency will
accept nominations through Dec. 13.  The Chair will present the award in 
June 2007 to employers, organizations, or other entities that have
demonstrated results through best practices in promoting fair and open
competition in the workplace.  The award is part of the EEOC's Freedom
to Compete Initiative, a national outreach, education and coalition-building
campaign to provide free access to employment opportunities for all individuals.
The central theme of the initiative, launched in 2002, is that every individual
deserves the opportunity to compete and advance on a level playing field
as far as his/her talent and ability allows without regard to discriminatory barriers.
As part of the Freedom to Compete campaign, the EEOC has forged strategic
alliances and partnerships with a cross-section of stakeholders to influence positive
change in the workplace.  "I am delighted to announce the commencement of
the 2007 Freedom to Compete Award application process," Chair Earp stated.
 "Past recipients have distinguished themselves with their commitment to instilling
equal employment opportunity principles into the workplace, and I'm confident 
that this year's nominees will live up to the high standards set by their predecessors.
I look forward to learning about the many innovative, effective strategies that
employers use to promote tolerant, respectful work environments."
Steve Russell, Senior Vice President for Human Resources of McDonald's USA,
said, "The EEOC Freedom to Compete Award showcases best practices in the
workplace, not only to honor good works, but to also serve as examples of leadership
for others to follow.   McDonald's is honored to have our employee networks cited
as an example of such leadership."  McDonald's Corporation received a 2006 
Freedom to Compete Award for its employee networks across the United States
geared toward individuals belonging to diverse groups.  The seven award recipients
in 2006 covered a range of industries and professions including high-tech, food
service, engineering, public service, and health care. Nominations for the 2007
awards may be made by the public or an entity may nominate itself.  Eligibility
criteria for nominees include:

* The nominee must be a public or private employer, corporation,
association, organization or other entity whose activities exemplify
Freedom to Compete goals.

* Nominees must have implemented a specific practice that has
removed barriers that hinder free and fair workplace competition and
has increased access, inclusion, and/or promotional opportunities for
qualified workers.

* Recipients of the Freedom to Compete Award must agree to
participate in programs, meetings, or other collaborative efforts with
the Commission to publicize the award-winning practice and share
information to assist other entities seeking to replicate the practice.
Recipients' Chief Executive Officers are expected to participate in
the award ceremony, tentatively scheduled for June 13 at the EEOC's
Washington headquarters.  The nomination submission requires an 
application containing the following information:

* Profile of the organization, including its mission, size, number
of employees, nature of work, and description of products or services;

* Description of the specific practice, including what led to its
implementation, the level and commitment and/or executive involvement,
and tangible results;

* Description of what made the practice effective and how it has
positively affected the lives of employees; and

* Description of potential joint activities the organization and
EEOC can undertake to share the practice with other entities and
promote Freedom to Compete principles.  Further information about the 
nomination submission criteria, procedures, and previous award winners is 
available on the Commission's web site at www.eeoc.gov.  Nomination packages
must be received by EEOC no later than Dec. 13, and may be sent by e-mail to
freedom.award@eeoc.gov, standard mail, or otherwise delivered to Jay
Friedman, EEOC, Office of Research, Information and Planning, 1801 L
Street, N.W., Washington, D.C. 20507.

September 27, 2006

EEOC PROPOSES AMENDMENTS TO AGE DISCRIMINATION REGULATIONS

The Equal Employment Opportunity Commission issued a notice of proposed
rulemaking on August 11 (71 FR 46177-46180) to amend its regulations on
the Age Discrimination in Employment Act ("ADEA") to reflect an earlier
Supreme Court decision interpreting ADEA to permit employers to favor
older individuals because of age.

Background: The ADEA prohibits discrimination against individuals who
are age 40 or older based on age, but the law does not specify the
meaning of the term "age." The Supreme Court addressed the
interpretation of "age" in a 2004 decision (General Dynamics Land
Systems, Inc. v. Cline) in which it rejected claims that favoritism
toward older workers violated ADEA.

Proposed Regulation:  The proposed change would amend current EEOC
regulations to incorporate the Cline holding. The proposed rule states
that favoring an older individual over someone younger because of age is
not unlawful discrimination under ADEA, even if the younger individual
is at least 40 years old.

Additionally, for purposes of consistency throughout the regulation,
EEOC has proposed changes involving job advertisements to make clear
that it is permissible to encourage relatively older persons to apply.
The proposed rule states: "Employers may post help wanted notices or
advertisements expressing a preference for older individuals with terms
such as over age 60, retirees, or supplement your pension."
The proposed changes to the EEOC's ADEA regulations are in the formal
comment phase. Comments on the proposed amendment must be received on or
before October 10, 2006.

September 25, 2006

Washington, DC September 15, 2006

PRESIDENT BUSH TO NOMINATE DAVID PALMER TO FILL EEOC VACANCY; SUMMARY
OF RECENT EEOC NEWS

President Bush announced on September 14 that he intends to nominate
David Palmer, of Maryland, to be a Commissioner of the Equal Employment
Opportunity Commission, for the remainder of a five-year term expiring
July 1, 2011. Palmer would fill the Republican vacancy at EEOC created
by the departure of Chair Cari Dominguez and the naming of Naomi Earp as
commission chair.

Palmer currently serves as Chief of the Employment Litigation Section
of the Civil Rights Division at the Department of Justice. Prior to
this, he served as Acting Special Litigation Counsel in the Office of
Special Counsel for Immigration Related Unfair Employment Practices at
the Department of Justice. Earlier in his career, he served as a Senior
Trial Attorney in the Disability Rights Section of the Department of
Justice. Palmer received his bachelor's degree from Columbia University
and his JD from Case Western Reserve University.

The other members of the EEOC are Republican commissioners Naomi Earp
and Leslie Silverman, and Democrat commissioners Stuart Ishimaru and
Christine Griffin.

***************************
** High Priority **

The Federal Register publication presents the final rule
rescinding the EO Survey.  (Click here to see file: E6-14922.pdf)

Click here to go to the following link of the Federal Register (Part VIII, Department of Labor, Office of Federal Contract Compliance Programs).

August 24, 2006

Dear Member,

On July 11th, the National ILG conducted a training session on Systemic Discrimination in Compensation. Mickey Silberman, Esq. of Jackson Lewis LLP conducted the training via teleconference with the Regional ILG Chairs from across the country. 

Since your KY ILG will be presenting this topic at our Annual Meeting on November 4th and our speaker will be an associate of Mickey Silberman’s, I decided not to take time today to talk through my notes. However, I did want to make them available to you as a handout.  Click here to go to the handout.

Perhaps they will give you a glimpse into what you will enjoy as a live presentation at our Annual Meeting. 

Very best regards,



Deborah Mettling
KY ILG President 

August 22, 2006

Two labor companies and three individuals charged with harboring illegal alien workers and conspiring to launder $12 million.

Defendants

A federal grand jury in Cincinnati has returned a 40-count criminal indictment charging two temporary labor companies, the president of these companies and two of their corporate officers with violations related to a large-scale illegal alien employment and money laundering scheme.

The business owner is facing the possibility of 20 years in prison, a fine of $250,000 and confiscation of his business because he is also charged with laundering $12 million.  He also faces another 20 years in prison and a fine of up to $500,000 if convicted on money laundering charges.

Enforcement of immigration laws is at a new level and employers should take heed.  President Bush has directed the Immigration & Customs Enforcement (ICE) service to crack down on employers who knowingly use illegal aliens in their workforce.  As a result, Immigration will no longer rely on employer fines for having undocumented workers on the payroll, but will target executives and Human Resource professionals, for criminal prosecution when it finds situations where illegal aliens are exploited by employers.

Go to this ICE web site for the full story:
http://www.ice.gov/pi/news/newsreleases/articles/060725cincinnati.htm