Development of affirmative action plans, compensation analysis, defense of OFCCP compliance reviews and "glass ceiling" audits, response to EO Surveys, management training on these issues. Policy development, preventive advice, and management training in the areas of employment selection processes, affirmative action record keeping, and all other areas of affirmative action law.
The attorneys on Constangy’s Affirmative Action team are conveniently located throughout our offices and are ready to assist you with jurisdictional questions, plan preparation, the defense of OFCCP compliance reviews, and "Glass Ceiling" audits. They can analyze your compensation for potential discrimination issues – but also have the experience and judgment to avoid overreactions that could cost your company unnecessary money and leave you vulnerable to allegations of reverse discrimination. All of our affirmative action attorneys have substantial experience in employment discrimination litigation as well, so they can analyze the employment practices of "the whole client."
Constangy’s Affirmative Action team is also unique in that it has a complement of "Affirmative Action Specialists" – individuals with paralegal and Human Resources backgrounds who can prepare affirmative action plans and perform many other aspects of affirmative action compliance at a lower hourly rate. Because the attorneys and the specialists work together as a team, clients get the best of both worlds – low-cost help on the more labor-intensive aspects of affirmative action compliance, but easy access to attorneys for areas in which the risk and potential exposure are higher. The team always uses up-to-date plan development software to ensure compliance.
The Affirmative Action team now offers Recent Developments Webinar Series, as well as Training Webinars on specific affirmative action topics.
The Affirmative Action team has experience with clients in the following industries, among others:
Affirmative Action Representative Matters
Represented companies in innumerable compliance reviews conducted by the Office of Federal Contract Compliance Programs ("OFCCP").
Represented companies in Corporate Management ("Glass Ceiling") Reviews; all but one resulted in letters of compliance; remaining one ended with conciliation agreement with no monetary liability.
Represented companies on complex or novel issues, such as OFCCP jurisdiction, definition of "applicant" for affirmative action purposes, establishment structure, and using "whole person" rule in determining under representation.
Prepared for companies numerous Affirmative Action Plans, compensation analyses, EEO-1 and VETS-100 Reports, compliance checks, various workforce statistical analyses, and now-defunct EO Surveys.
Mr. Katz is a remarkable attorney who has appeared before me for at least ten years. When I sat on the Los Angeles Superior Court, Mr. Katz argued co...Read more
Mr. Katz is a remarkable attorney who has appeared before me for at least ten years. When I sat on the Los Angeles Superior Court, Mr. Katz argued complex motions (e.g. demurrers, motions for summary judgment and class action). For the last four years, Mr. Katz has appeared before me in his role as an appellate attorney handing appeals on complicated disputes. He is always well prepared, authors well researched and written supporting papers and is articulate and quick on his feet in argumentsRead less
5.0/5.0 on 04/21/11 on 04/21/11
Very professional, quick response time, excellent advice with each issue, great follow through.Read more
4.8/5.0 on 02/03/10 on 02/03/10
Even in those early years of the 1940s, Frank’s partner was Mildred McClelland, one of a very few female attorneys practicing in Atlanta. Today, Constangy, Brooks & Smith has more than 130 attorneys in thirteen states, more than half of our associates are female, and women are leaders at the highest level of our firm through representation on the Executive Committee.
Constangy, Brooks & Smith has also been recognized for its efforts to foster a diverse legal workplace.
The firm prides itself in its inclusive environment that values and utilizes the contributions of people with different backgrounds, experiences and perspectives. The diversity of those who work for Constangy is one of its greatest strengths. Attorneys bring a variety of backgrounds to better serve a range of clients, which includes differences in geographical background, law schools, and career experience prior to practicing law, as well as religious affiliations and gender and ethnic backgrounds.
Commitment to Diversity
Constangy, Brooks & Smith recognizes that our clients and their employees, customers, and suppliers represent an ever-increasing multicultural and diverse society. Therefore, we believe that the recruitment, hiring, and retention of individuals with diverse backgrounds is integral to our providing the highest quality of legal services possible. Our commitment to diversity encompasses a broad spectrum of individual characteristics and experiences, including but not limited to race, gender, national origin, age, religion, sexual orientation, and disability. We recognize the benefits of a diverse work environment on firm morale, productivity, and success and believe that such diversity attracts the talented and well-rounded types of people that make our firm thrive.
All of Constangy’s policies, practices and processes benefit from having access to a range of different perspectives. Constangy takes into account these differences in its organizational structure, performance appraisal methods, recruitment and selection, and career development opportunities. Our firm recognizes that diversity makes a broader, richer environment that produces more creative thinking and solutions.
Constangy, Brooks & Smith is an equal opportunity employer. It is the policy of the firm, from recruitment through employment and promotion, including training and work assignments, to provide equal opportunity at all times without regard to race, color, religion, sex, sexual orientation, national origin, age or disability, or other status protected by federal or applicable state law. The firm provides an environment where all members, associates, administrators, managers and staff employees abide by the requirements of this policy so that no one associated with Constangy, Brooks & Smith is discriminated against.
Constangy’s Diversity Council is comprised of a cross-section of members and associates from a variety of the firm’s offices. The Council exists to address issues of diversity within the firm, as well as within the communities where our attorneys live and work. The Diversity Council drafts and proposes programming and policy that create supportive and productive environments for diverse attorneys within our ranks, provide outreach to law schools, community and professional organizations, and encourage a culture in which differing points of view will be sought, and diversity valued. The Council also produces a semi-annual newsletter, The Diversity Connection, that details the firm’s initiatives and highlights attorneys’ involvement in outside organizations that aim to foster diversity and personal development.
Networking groups provide an opportunity for individuals with similar interests to come together and discuss issues and concerns relevant to members of these groups. Constangy recognizes that unique issues sometimes affect attorneys who are women or individuals of color. To that end, Constangy actively supports networking groups for women and attorneys of color within the firm. Each networking group has an “Executive Committee Liason,” who serves as the group’s advocate before the firm’s Executive Committee, ensuring that the issues and concerns of the group are brought to the attention of the Executive Committee, and subsequently addressed by the firm.
Flexible Work Arrangements
Constangy, Brooks & Smith believes that well-rounded individuals make better attorneys who provide better service to clients. Unlike most law firms, biographical sketches presented publicly on our firm website note attorneys’ personal interests and activities outside the law firm. We encourage attorneys to be active in their communities while we strive to provide a family-friendly workplace. Based on the needs of each office, the firm’s associates and members may have the opportunity for flex-time status that permits them to work less than a full-time schedule due to family or extraordinary personal reasons. The firm recognizes the external factors affecting its attorneys such as changes in the family structure, single parent families, dual-career couples, and other community pressures. The firm’s policy providing for flex-time work arrangements enables talented attorneys to more effectively manage their personal and professional lives.
Flexible work arrangements provide attorneys who are seeking work patterns, which integrate work and family roles more fully, with an opportunity to advance their careers with the firm. An associate working under flexible time status will have his or her budgeted billable hours reduced in a corresponding percentage; will have the non-billable matters such as participation in business development, bar activities and other non-billable matters reduced correspondingly; and will be eligible for a prorated amount of salary and the annual productivity bonus available to associates.
The firm’s leave policies are structured with the focus on increasing recognition and nurturing a culture that is devoted to the value of diversity and empowerment as essential elements of the firm’s success. Constangy’s leave policies provide a balanced approach that ensures both the provision of quality service to our clients and the firm’s commitment to diversity in a manner that benefits both the attorneys and the firm’s environment. Among the many benefits that Constangy, Brooks & Smith provides to associates are paid vacation benefits accrued during the calendar year based on the years of completed service; annual personal days and sick leave; and paid bereavement leave.