Practitioner's Eye: Part 1: The Shape of Scheduling Letters Now and to Come
The Shape of Scheduling Letters Current and Future
By: Recruiting Specialist
The role of the Office of Federal Contract Compliance Programs (OFCCP) is to assess how contractors doing business with the federal government take affirmative action because it relates to equal employment access and non-discrimination. If you are a federal contractor, it is imperative that you review all the elements of OFCCP compliance on a regular basis. Here are steps you should take:
Review your Affirmative Action Plan (AAP)
Make sure that your executives and hiring managers are well–versed and participate in affirmative action and equal opportunity hiring practices. For a compliance strategy to be effective, your AAP should be developed, communicated and implemented by any and all employees involved in hiring. Use your AAP annually to engage in adverse data analysis and document all your outreach efforts.
Review your job posting and reporting strategies
Are you complying with job posting and reporting requirements mandated by the OFCCP? Job posting requirements are at the core of meeting compliance parameters. You are required to make job openings available to state agencies and other employment service delivery systems that reach protected veterans under VEVRAA, and others with minority status, so that they have priority access to job listings. You also need to maintain data on job postings for three years, and submit reports as required.
Review the laws governing OFCCP
Do you know which laws govern OFCCP? Multiple laws have been enacted which impact affirmative action and EEO hiring, including the Rehabilitation Act, of which Section 503 requires affirmative action for individuals with disabilities and has been recently updated. Another, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), which was enacted in 1974 and also has been revised recently, mandates that those doing business with the government ensure their job openings reach qualified veterans returning home and that there is no discrimination in the hiring process. Both these regulations have been recently revised and been made more stringent. If you and your staff are not familiar with these and other laws governing OFCCP requirements, make sure to be now!
Review your preparedness for the OFCCP audit process
Are you ready if you receive a Scheduling Letter? During an OFCCP audit you will be required to submit hiring data, including internal records related to your hiring practices without any resistance. This includes, and is not limited to compensation data, personnel files, and other policies and procedures. Be ready to be audited at any time and understand the elements of the audit process. Being well prepared in advance of any audit can help you respond and move the process along.
Below are important considerations in order to be fully compliant and ready for an OFCCP audit:
For more information on OFCCP compliance, to post jobs that reach diversity candidates or to read about other compliance issues, visit us today at www.americasjobexchange.com/employer/employer-articles?category=ofccp-compliance.
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