Your Compliance Strategy for the New Year
By: Recruiting Specialist
Developing an OFCCP compliance strategy is the best approach to meet the mandate for compliance, and limit potential liability issues due to non–compliance.
Ensuring there is no discrimination in the hiring process and jobs are offered to and reach minorities, women, persons with disabilities, and protected veterans is important for compliance, whether you are subject to an audit or not.
While developing equal employment opportunity and affirmative action practices is a long–term process that all employers need to address, this article outlines three key elements to ensure you meet specific OFCCP compliance guidelines for the New Year.
Ultimately, it is the responsibility of the employer to coordinate a solution that ensures compliance with EEO/OFCCP, and take the required steps to distribute, post and track job data. For more information on OFCCP compliance, or to list job posting on our job exchange, visit our OFCCP compliance site.
Join America's Job Exchange and the EEOC on 6/19 at 2:00pm EDT for Overview of the Strategic Enforcement Plan, Priority & Issues at the EEOC.
Affirmative Action planning is a critical piece of any OFCCP compliance program. AJE has an exclusive partnership with OutSolve to provide support in this key area.
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If you'd like to schedule a demo or are interested in any of our OFCCP, diversity or recruiting services, submit the form below and an AJE team member will contact you.