In This Issue
For Federal contractors and subcontractors, understanding and abiding by the Office of Federal Compliance Programs (OFCCP) regulations on diversity employment is imperative. In our article, Laws Enforced by the OFCCP, we take a closer look at all elements of OFCCP, including affirmative action and equal opportunity compliance laws. If you have contracts with the Federal government, read this article to determine how these laws impact your affirmative action plans and OFCCP compliance strategy.
Along with compliance regulations, another core component of OFCCP compliance is job listing requirements. In Understanding Mandatory Job Listing Requirements, we break down each element of the job listing, from how to post jobs that reach the appropriate diversity audiences, to maintenance of the essential records needed to comply with reporting parameters.
For any employer, government contractor or not, understanding How to Post an EEO Job is crucial. This article breaks down, in detail, how to write a job ad, how best to work with state career sites to ensure your jobs reach diversity candidates, and why you need to keep up-to-date records of candidates. A core component of any diversity hiring initiatives, the job posting is the key.
In Gathering Employee Feedback, we talk about another critical component of any employee development plan, the employee survey. Whether you decide to create an annual survey - or go the more informal route with a "suggestion box," encouraging employees to voice their opinion on critical business and workplace issues, can better help you address business needs, not to mention showcase your commitment to employee development.
And lastly, Keeping Your Employees Motivated is another essential element of organizational development. In this blog post, we broach various ways to motivate your staff - outside of monetary incentives - including keeping the lines of communication open to encouraging constructive feedback.