Registration/Hospitality
6:30 - 8:00	Breakfast Buffet
7:30-8:30	NILG Board, ILG Chairs, OFCCP Regional Directors Breakfast

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8:00 - 9:00	General Session: Keith Hill and P. David Lopez from EEOC
9:00 - 9:30	General Session: Kathleen Martinez, Assistant Secretary of Labor for Office of Disability Employment Policy

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10:00 - 11:00	Concurrent Sessions
Session 13:	Be Prepared! How to Handle New and Emerging Issues in OFCCP Audits
	Valerie Hoffman and Leslie Solondz from Seyfarth Shaw
	Learn about the recent and emerging trends in OFCCP audits from the contractor's perspective and how to mitigate risk in these areas. Are your practices in compliance? What do you need to know about requiring compliance by subcontractors, using temporary agencies and "temp-to-hire" placements, retaining staffing companies and headhunters? This informative session will give you a deeper understanding of these key issues and more, as well as region-byregion audit trends we are seeing.
Session 14:	Compensation
	Pamela Coukous, Senior Program Advisor, OFCCP
Session 15:	An Analysis of OFCCP's Proposed Revisions to Veterans AAP Requirements
	Joe Lakis from Norris, Tysse Lampley & Lakis
	Earlier this year, the OFCCP proposed sweeping changes to its AAP requirements for covered veterans, including a proposal requiring that contractors establish annual numerical hiring benchmarks for veterans. This session will examine each critical aspect of the OFCCP's proposed "Section 4212".
Session 16:	Employer Best Practices
	Michelle Maybaum from Qualcomm
	Successful employment of people with disabilities and veterans continues to be a challenge for employers. This session is designed to provide a local employer's perspective on employing and retaining individuals with disabilities and veterans. Topics will include: best practice initiatives that can be easily adopted by employers, practical accommodations and an open forum for participants to share challenges, accomplishments and best practices.
Session 17:	Can You Catch PTSD - What HR Needs to Know About Recruiting Veterans with Disabilities
	Lisa Rosser from The Value of A Veteran
	If military veterans in general are an under-tapped talent resource, veterans with disabilities are practically invisible to employers. In addition to the more common ability challenges (loss of limbs, vision, and/or hearing, cognitive impairment, and disfigurement) disabled veterans also have to overcome employers concerns regarding Post Traumatic Stress Disorder (PTSD). This session reviews the business case for recruiting veterans with disabilities, provides employer resources, and reviews disabled veteran sourcing options.

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11:15 - 12:15	Concurrent Sessions
Session 18:	Staying Ahead with a Comprehensive Compliance Plan — Save the Complexities (Panel)
	Panel: Mark Andrekovich from Maximus, Matthew Camardella from Jackson Lewis LLP, Halcolm Holliman from Seyfarth Shaw LLP, and Mark Nagel from Best Buy Co. Inc.
	Compliance can be comprehensive without being complex. From establishing a diverse workforce through fundamental outreach initiatives, to validating the work status of new employees through failsafe I-9 procedures, there's room for employers to add some practical tools to their HR "tool belt" that will help simplify and centralize HR responsibilities that fall under the compliance umbrella. Join our expert panel of specialists as they share their ideals of keeping compliant in current times.
Session 19:	Accelerating Advancement of People with Disabilities By Improving Management of Reasonable Accommodation Provision and Support
	Matt King from IBM
	Current accommodation best practices are not consistently closing productivity gaps between employees with disabilities and non-disabled employees, leaving often invisible barriers to advancement of people with disabilities. Learn how IBM is improving and streamlining accommodation processes, generating new metrics for success, leveraging new tools designed by people with disabilities, and breaking new ground in the accommodation space all with the end of closing productivity gaps and increasing advancement rates while improving organizational efficiencies.
Session 20:	Enforcement Updates
	Robert Beal, Counsel, OFCCP Regional Solicitors Office Michelle Duncan, Sr. Trial Attorney, OFCCP Denver Regional Solicitors Office
	TBD
Session 21:	The Dangers of Social Media - How Employers Can Avoid the Pitfalls of Social Networks
	Dr. Lisa Harpe from Peopleclick Authoria & Christy Kiely from Hunton & Williams
	This Webinar provides information on the legal dangers to employers of using social media, including a discussion of the laws enforced by both EEOC and OFCCP; how to avoid disparate treatment and disparate impact litigation; recordkeeping requirements for federal contractors; recommendations for safely using these sources throughout your hiring process; how to address employee use and abuse of social media sites; and how to draft and implement effective social media policies.

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2:15 - 4:00	Concurrent Sessions
Session 22:	Navigating The Landscape
	Panel: David Cohen & Eric Dunleavy from DCI Consulting Group, Dan Biddle from Biddle Consulting Group, David Fortney from Fortney Scott, Jon Geier from Paul Hastings Janofsky & Walker, Joe Lakis from Equal Employment Advisory Council (tentative), and Mickey Silberman from Jackson Lewis
	The world of equal employment opportunity (EEO) and affirmative action (AA) continues to change with the times. This change happens for a variety of reasons, including political leadership turnover in Washington D.C., new laws, and new enforcement policies. Federal agencies also adapt to deal with contemporary forms of discrimination, and courts continue to rule on controversial EEI cases where science and law necessarily intersect. The purpose of this presentation is to update the federal contractor community on a series of cutting edge EEO/AA topics (e.g., compensation enforcement, fatal flaws in employment testing, EEO/AA for disabled and veteran applicants, hot trends in OFCCP audits, relevant case law review, etc.). Toward that end, a panel of experts was organized, and includes experts from EEO law, Industrial-Organizational Psychology, and HR practice. The session will use a pre-determined question and answer format, and will also take questions from the audience.
2:15 - 3:00	Concurrent Sessions
Session 23:	The Use of Criminal Background Checks in Hiring Decisions - How to Comply with EEOC Regulations
	Dr. Stephen Bronars from Welch Consulting
	Criminal background checks are an increasingly important factor in hiring decisions. This session provides a detailed guide to understanding how your company's background check policy complies with EEOC regulations by: 1) describing how to understand and interpret the information contained in failed background checks; 2) understanding EEOC regulations, court decisions and differences in state laws that impact the use of background checks; and 3) providing an approach for assessing whether employees with criminal histories are significantly more likely to experience poor job performance and disciplinary problems.
Session 24:	Ensuring Workers' Rights in the Midst of Increasing I - 9 and E - Verify Obligations
	Dan Siciliano & John Fay from from LawLogix Group
	Join this interactive workshop to learn how employers across the US have been dealing with conflicting I-9 and E-Verify rules through advanced planning, legal analysis, and efficient electronic processes. During the session, we will examine recent case studies to highlight the challenges (both logistical and legal) in submitting your workforce to E-Verify as well as the complex discrimination issues which inevitably arise.
Session 25:	Employment Tests - Right & Wrong
	Leigh Nason & T. Scott Kelly from Ogletree Deakins
	In an effort to select and promote the best employees, many organizations use a variety of different employment related tests. Can employers rely on the results, however? The U.S. Supreme Court has commented on these tests, and what employers should do if the results have a disparate impact on individuals in a protected category. This session will examine the many issues employers need to consider.

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4:00 - 5:00	Snoball Social
6:00 - 6:45	Reception
6:45 - 7:15	Parade Down Bourbon Street (comfortable shoes suggested)
7:15 - 11:30	House of Blues: Dinner & Dancing (casual attire suggested)

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MCLE Credit Available

Louisiana - 16.75 Hours
Illinois - 10 Hours
Texas - 15.75 Hours