EO 14173 requires employers to certify that their selection systems are merit-based and free from discriminatory patterns. This webinar teaches employers how to design, document, and maintain objective hiring and promotion practices that withstand Title VII scrutiny and support federal certification.

You will learn:

• How to create objective, job-related selection criteria
• How to eliminate hidden bias from hiring and promotions
• Documentation standards required for EO 14173 compliance
• How to evaluate and improve your current employment processes

*Required for TCS Certification

On September 30, 2020, the State of California enacted the Senate Bill 973, which creates annual pay reporting requirements for employers. The SB 973 will require California employers of 100 or more employees to report pay and hours-worked data by establishment, job category, sex, race, and ethnicity to the Department of Fair Employment and Housing (DFEH) by the deadline and annually thereafter. This webinar addresses the new pay data requirements, including reporting procedures.

*Qualifies for HRCI and SHRM Credits

This webinar addresses how employers must prevent and respond to religious discrimination while ensuring that their practices align with EO 14173’s requirement for neutral, fair employment systems.

You will learn:

• How Title VII protects religious beliefs—and how EO 14173 enforces uniform treatment
• How to evaluate and document accommodation requests
• How to respond to religious conflicts and complaints
• Manager responsibilities under Title VII and EO 14173

*Elective for TCS Certification

A culture of trust and fairness supports both Title VII and EO 14173 compliance. This session explains how psychological safety improves reporting, strengthens defensibility, and ultimately reduces claims.

You will learn:

• The components and importance of psychological safety
• The link between trust, reporting, and reduced legal risk
• Leadership behaviors that support certification readiness[
• Practical strategies for strengthening workplace culture

*Elective for TCS Certification

Pay disparities can create Title VII exposure and certification risk under EO 14173. This session teaches employers how to conduct pay equity analyses that support both compliance frameworks.

You will learn:

• How to analyze compensation data for discrepancies
• How to interpret results in a Title VII and EO 14173 context
• Corrective action strategies that reduce compliance risk
• Documentation needed to defend compensation decisions

*Elective for TCS Certification

Investigations directly impact an employer’s ability to certify they are discrimination-free under EO 14173. This webinar teaches how to conduct impartial, defensible investigations into discrimination, harassment, and retaliation claims.

You will learn:

• Steps for conducting compliant investigations
• How to maintain investigator neutrality
• How improper documentation creates EO 14173 risk
• Interview techniques that avoid bias

*Elective for TCS Certification

AI has great potential to make it easier for employer to screen, hire and manage workers. Many AI tools, however, don’t live up to their promise and create legal risks. Plaintiff’s lawyers and the government are laser focused on these risks and the guardrails on this fast-moving technology are not set. We address the risks and rewards as well as provide practical advice to meet the employers where they are on their AI journey.

*Qualifies for HRCI and SHRM Credits

What every employer should know:

Learn what the employment eligibility verification process means to you. Review Form I-9 compliance requirements, including specific guidance on how to complete the I-9 form, what constitutes acceptable documents, retention, and storage. 

This training is recommended for hiring managers or hiring representatives of the HR department who are responsible for completing Form I-9.

*Qualifies for HRCI and SHRM Credits

Implicit biases and microaggressions have a negative impact on workplace performance and psychological well-being and should be the subject of an open and honest dialogue in a workplace environment. This webinar examines how implicit bias and microaggressions in workplace can thwart your organization’s diversity, inclusion, and equity efforts. The webinar describes the emotional, physical, organizational, and cultural effects of unaddressed microaggressions.

*Qualifies for HRCI and SHRM Credits

Under EO 14173, employers must be able to demonstrate that hiring, promotion, and termination systems are free of discriminatory impact. This hands-on session walks participants through how to conduct adverse impact analyses, interpret findings, and document results to support Title VII compliance and EO 14173 certification.

You will learn:

• How to prepare and clean workforce data for EO 14173 compliance
• How to calculate adverse impact using the 4/5ths rule and statistical methods
• What to do when disparities appear and how to correct them
• How to maintain documentation that supports federal certification

*Required for TCS Certification

This webinar includes two topics that are important for business leaders and employers to educate themselves on an unfortunate, yet very real trend in the country. Join us as we review Workplace Violence, specifically causes and signs to look for, pre-attack indicators, ways that you can help to de-escalate situations and keep your workplace safe, and how to prepare and handle difficult conversations. Next, we will review history cases of active shooter incidents and understand the underlying details from investigators and law enforcement officials. Included is an examination of motivators and tactics used by active shooters. We will then review suggested reactions if you find yourself in an active shooter situation (Run, Hide, or Fight), including interacting effectively with law enforcement.

*Qualifies for HRCI and SHRM Credits

Failure to manage accommodations properly can indirectly create Title VII and EO 14173 risks, especially when disabled employees face inconsistent treatment. This webinar simplifies the ADA interactive process and teaches employers how to maintain fair, consistent accommodation decisions that align with EO 14173’s merit-based standards.

You will learn:

• Step-by-step ADA interactive process requirements
• How inconsistent accommodation decisions affect Title VII/EO 14173 compliance
• When accommodations may create undue hardship—and how to document it
• How ADA, Title VII, pregnancy accommodations, and FMLA intersect

*Required for TCS Certification

Retaliation remains the most common EEOC charge and EO 14173 raises expectations for consistent, neutral treatment when employees complain or participate in investigations. This course helps leaders recognize behaviors that trigger retaliation claims and implement safeguards that support compliance under both Title VII and EO 14173.

You will learn:

• What constitutes retaliation under Title VII and how EO 14173 raises the standard
• Manager behaviors that unintentionally create retaliation exposure
• Documentation strategies that prove neutrality and consistency
• Preventive communication practices that strengthen certification defensibility

Under Executive Order 14173, Federal contractors face ongoing obligations to demonstrate they comply with the Federal Anti-discrimination laws in the U.S., the risk are greater than ever before.

Join us for an interactive session led by industry experts who will share real-world insights and actionable strategies. Attendees will have the opportunity to participate in a live Q&A, ensuring your most pressing compliance questions are addressed. Don’t miss this chance to stay ahead of regulatory changes and optimize your hiring workflow with confidence. Don’t wait until you are in the middle of Line of Fire in an investigation to determine if your employment practices comply with the anti-discrimination laws in the United States.

You will learn:
• Executive Order 14173
• Contract Solicitation Certification Clause (NEW)
• False Claims Act Penalties
• How to Demonstrate Compliance with EO 14173

This introductory session explains the core principles of Title VII and how they align with Executive Order 14173’s certification requirement that federal contractors operate employment systems free from discriminatory patterns. Participants will learn what constitutes discrimination, harassment, and retaliation—and how everyday employment decisions can create hidden risks. The course sets the foundation for building a legally defensible, merit-based compliance program under Title VII and EO 14173.

You will learn:

• What Title VII protects and how violations affect EO 14173 certification
• Disparate treatment vs. disparate impact, and why EO 14173 requires employers to detect & correct adverse patterns
• Harassment and hostile-work-environment standards for certification readiness
• Why retaliation is the #1 EEOC claim and how to prevent it through consistent, documented practices

*Required for TCS Certification

This session gives employers a front-row view of how discrimination investigations unfold—and what EO 14173 certification obligates employers to maintain. Attendees will learn what documentation agencies request, how to prepare managers, and how to structure defensible responses.

You will learn:

• How EEOC and DOJ investigations begin and how EO 14173 increases scrutiny
• What documents employers must maintain to defend certification
• How to prepare HR and managers for interviews
• How to structure a fact-based, legally defensible position statement

Sexual harassment allegations against celebrities, politician and business executives made recent headlines–and the #MeToo movement gained momentum as well. Hence, HR Unlimited Inc. strongly recommends harassment prevention training for all supervisors and employees. The repercussion of being reactive instead of proactive can result in workplace harassment lawsuits, enormous financial costs, in addition to the damage to a company’s reputation, employee morale and productivity. This webinar focuses on respect, acceptable workplace conduct, and the types of behaviors that contribute to a respectful and inclusive, and therefore ultimately more productive and profitable workplace.

*Qualifies for HRCI and SHRM Credits

New Executive Order. New Compliance Rules. Are You Prepared?

The federal government is ramping up enforcement under EO 14173, requiring contractors to certify a non-discriminatory workplace. Failure to comply could result in False Claims Act violations, financial penalties, and contract loss. Don’t leave your compliance to chance—get expert guidance at our virtual roundtable.

Why Attend?

✔ Hear directly from former government officials in the EEOC and OFCCP
✔ Understand EO 14173 enforcement & certification requirements
✔ Learn best practices for hiring, pay equity, and compliance audits
✔ Protect your contracts by ensuring accurate documentation
✔ Network with federal contractors and compliance experts

Don’t miss this critical discussion on EO 14173 compliance and enforcement. Limited Seats Available!

HR professionals are navigating increasingly complex demands—supporting burned-out teams, managing leadership gaps, and holding together cultures under pressure. Yet HR isn’t just here to react. HR has the power to lead the transformation organizations need.

This webinar explores how HR can shift from compliance and surface-level culture work to becoming the architect of modern leadership development. We’ll share a practical framework for building self-aware, resilient, and results-driven leaders—and show how awareness, coaching, and training combine to create lasting change. Whether you’re looking to deepen your leadership bench or spark a culture reset, this session will equip you to lead the charge.

You will learn:

• Why traditional leadership models are failing in today’s volatile climate
• How self-awareness drives trust, stability, and behavioral change
• A framework for integrated development: awareness → training → culture
• How energy leadership helps teams shift from burnout to performance
• Practical steps to assess and elevate your current leadership approach

This webinar is led by HR Unlimited’s distinguished team of lead coaches and facilitators.

Are you a federal contractor or subcontractor required to file the VETS-4212 report? This webinar will guide you through the essentials of VETS-4212 reporting, including who must file, how to file accurately, and key compliance deadlines. Whether you’re filing for the first time or need a refresher, this session will help ensure you meet your obligations under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA).

You will learn:

• Who is required to file the VETS-4212 report
• What data must be collected and reported
• How to identify and report on Protected Veterans
• Step-by-step instructions for filing online
• Deadline for filing the VETS-4212

*Qualifies for HRCI and SHRM Credits

“Ban the box” continues to occupy a large portion of recruiting discussions, even in municipalities that haven’t enacted these regulations. It makes sense for employers to reconsider their hiring practices to include the largely-untapped labor market of individuals with criminal histories. Many employers don’t know if and how to expand their recruiting efforts to include this segment. This course is designed to expand your knowledge about this topic and provide you with specific guidance to develop or modify your existing hiring processes.

After taking this course, you’ll have a better understanding of the labor market and how fair chance hiring regulations affect you as an employer, even if you don’t currently need to comply with these municipal regulations. You will have key knowledge to help ensure that your hiring practices incorporate the processes and actions needed to practically deal with candidates who have criminal histories. You will also understand why expanding your hiring practices to those with criminal histories can help you to continue to build a skilled workforce for your company’s success.

*Qualifies for HRCI and SHRM Credits

This webinar is designed to discuss maintaining applicant flow data, both for the internet applicant and traditional applicant definitions. The presentation will cover the maintenance of employment records in paper and electronic format, as well as accessibility of online systems.

*Qualifies for HRCI and SHRM Credits

This webinar is designed to address compensation regulations and enforcement. It also discusses case laws and related settlements, along with the best practices to mitigate risk of pay disparities.

*Qualifies for HRCI and SHRM Credits

Learn what constitutes illegal harassment and abusive behaviors and how to prevent them.

This webinar empowers employees to know how to identify these behaviors, understand how to avoid engaging in such behaviors, and learn how to effectively raise concerns and appropriately address such behaviors.

The content will also focus on respect, acceptable workplace conduct, and the types of behaviors that contribute to a respectful, and therefore ultimately more productive and profitable workplace.

This training is recommended for non-supervisory employees.

*Qualifies for HRCI and SHRM Credits

California’s new workplace violence prevention – Senate Bill (SB) 553, signed on September 30, 2023, mandates that most California employers implement a comprehensive Workplace Violence Prevention Plan (WVPP). Taking effect July 1, 2024, this law requires employers to assess workplace risks, establish prevention protocols, train employees, document incidents, and ensure a safe, responsive environment.

Employers have encountered challenges assimilating employees back into the work environment following the Pandemic. Employers find themselves ill-equipped to understand what challenges employees have faced and endured over the past three years during the Pandemic and symptoms of loss/grief, uncertainty, and trauma is spilling over into the work environment. This webinar addresses the Pandemic-imposed changes on employees through working remotely, modified schedules, and roles of employees as parents, home educators, and caretakers, and the impact the past three years has had on the American business.

*Qualifies for HRCI and SHRM Credits

This webinar is designed to discuss best practices to prevent the spread of COVID-19 in the workplace, as well as returning to work requirements post COVID-19 illness or exposure.

*Qualifies for HRCI and SHRM Credits

This webinar provides compliance assistance training and best practices for federal and federally-assisted construction contractors governed by OFCCP, the federal agency responsible for ensuring that those who do business with the federal government take affirmative action and refrain from unlawful discrimination. The webinar is designed to guide for federal construction contractors regarding their Affirmative Action Program. The webinar addresses the legal requirements under the laws enforced by OFCCP, Implementation of the Standard Federal EEO Construction Contract Specifications, described herein and the development of written affirmative action programs when appropriate.

*Qualifies for HRCI and SHRM Credits

Discover how to successfully prepare for and navigate a compliance evaluation conducted by OFCCP and receive best practices solutions to common issues affecting federal construction contractors. This webinar is designed to guide federal construction contractors in the compliance review process. We will address the different stages of a compliance review to include the affirmative action and non-discrimination requirements.

*Qualifies for HRCI and SHRM Credits

Who Must Submit?

• Employers contracted with Wisconsin that meet the criteria outlined by the State of Wisconsin Affirmative Action Plan Requirements document.

What Must Be Submitted?

• Employee and Organization Information

Who Must Be Included

• Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Who Must Submit?

• Employers contracted with Washington that employ 50 employees or more

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Construction: Employees on payroll over a period of one year.
• Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Who Must Submit?

• Employers contracted with Rhode Island that have state contracts of $50,000 or more and employ 50 employees or more

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Construction: Employees on payroll over a period of one year.
• Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Who Must Submit?

• Employers that have apprentice programs registered with the Pennsylvania Council
• Highway construction contractors with Federal-aid PennDOT contracts of $10,000 or more

What Must Be Submitted?

• Employee and Organization Information
• Construction Project and Employee Information

Who Must Be Included

• Registered apprentices in workforce.
• Employees on payroll over a period of one year.

Who Must Submit?

Employers contracted with Ohio that meet one of the following criteria:

1. Supply & Services contract of $5,000 or more
2. Construction Contracts of $50,000 or more and they employ 50 employees or more

Employers contracted with Ohio for construction work

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Construction: Employees on payroll over a period of one year.
• Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employees on payroll over a period of one month.

Who Must Submit?

• Employers contracted with New York – largely depends on the state agency.

What Must Be Submitted?

• Employee and Organization Information

Who Must Be Included

• All active employees as of the chosen Snapshot date.

Who Must Submit?

• Employers with 10 or more employees in New Mexico that are bidding on state contracts

What Must Be Submitted?

• Employee Pay Information

Who Must Be Included

• All active employees as of the chosen Snapshot date.

Who Must Submit?

• Employers contracted with New Jersey for construction work

What Must Be Submitted?

• Employee and Organization Information

Who Must Be Included

• Employees on payroll over a period of one month.

Who Must Submit?

• Employers with 5 or more registered apprentices in Nevada.

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Registered apprentices in workforce.

Who Must Submit?

• Employers contracted with Minnesota that meet the following criteria:

1. State Contract for goods and services of $100,000 or more
2. Employ 40 employees or more

What Must Be Submitted?

• Employee and Organization Information

Who Must Be Included

• Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
• Employees on payroll over a period of one month.

Who Must Submit?

• Employer with 100 or more employees in Massachusetts
• All state contractors providing construction or design services

What Must Be Submitted?

• EEO-1 Reports of the Prior Year
• Weekly Employee Pay Information
• Employee and Organization Information

Who Must Be Included

• All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
• Active employees on payroll
• Employees on payroll over a period of one month.

Who Must Submit?

• Employers contracted with Maine with a state contract of $50,000 or more

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Construction: Employees on payroll over a period of one year.
• Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Who Must Submit?

• Employers contracted with Kentucky that meet either of the two criteria:

1. State contracts of $250,000 or more
2. Employs 8 employees or more

What Must Be Submitted?

• Construction: Construction Project and Employee Information (Construction AAP)
• Supply & Service: Employee and Organization Information

Who Must Be Included

• Construction: Employees on payroll over a period of one year.
• Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Who Must Submit?

• Employers with 100 employees or more, with at least one location in Illinois

What Must Be Submitted?

• Employee Pay Information

Who Must Be Included

• Pay information of all employees during the 12-month calendar year immediately prior to the deadline or recertification due date.

Construction employers contracted with Connecticut that meet either of the two criteria:

1. Your company is the construction manager of the project, OR
2. The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value $1,000,000 or more

Construction employers contracted with Connecticut that meet either of the two criteria:

1. The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value is between $50,000 – $999,999.99 OR
2. The project has a construction manager and the state-funded portion of your company’s contract value is $50,000 or more.

What Must Be Submitted?

• Construction Project and Employee Information (Construction AAP)
• Subcontracting Information – must show that company set aside certain amount of $$$ for exclusive bidding of certified minority owned business enterprises

Who Must Be Included

• Employees on payroll over a period of one year.
• List of Minority owned business enterprises that bid on subcontracts for project.

Who Must Submit?

• Employers with 100 employees or more (payroll or labor contractor), with at least one location in California
• Employers contracted with California with state contracts of $5,000 or more

What Must Be Submitted?

• Employee Pay Information
• Employee and Organization Information (Nondiscrimination Report – similar to AAP defined by EO 11246)

Who Must Be Included

• All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
• ‘Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Learn more about CA pay data reporting requirements