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Is AAP part of your hiring strategy?
Affirmative action is the primary source of workplace diversity. The government's commitment to Equal Employment Opportunity (EEO) put in place by President John F. Kennedy in the early 60's, promising that hiring would be done without regard to race, creed, color, or national origin.Read More
The Equal Opportunity Employment regulations, or EEO, are a set of federal laws that prevent discrimination against job applicants on the basis of race, religious beliefs, age, and many other factors. However, having a diverse workforce is about much more than meeting a quota...Read More
Guide for Small Businesses with Federal Contracts
Are you a business or organization doing business with the Federal government with a contract amount over $10,000? If so under Executive Order 11246, you are most likely considered a Federal contractor...Read More
Practitioner's Eye: Part 1: The Shape of Scheduling Letters Now and to Come
The Shape of Scheduling Letters Current and FutureRead More
What is Affirmative Action?
Affirmative action is a set of policies that were enacted to promote equal opportunity to ensure under-represented groups in particular minorities were equally represented, thereby addressing discrimination. The phrase 'Affirmative Action' was coined by President John F. Kennedy, when he enacted Executive Order 10925 in March 6, 1961 which outlined the Government's commitment to Equal Employment Opportunity (EEO) and required government contractors to take measures to hire 'without regard to race, creed, color, or national origin'.Read More
The Practitioner's Eye: EEO-1 Pay Data Filing - A Tale of Woe
EEO-1 Pay Data Filing OverviewRead More
Practitioner's Eye: Part 2: Get Ready for OFCCP's New Forms of Audit Review!
Are you ready for the new forms of audit review?Read More
Who Needs a Written Affirmative Action Plan?
In general, employers who conduct business with the federal government need to develop an affirmative action plan. There are other circumstances where employers develop AAP plans outside of federal contractors. This could be the result of a court order to remedy past discrimination or as a voluntary measure. For purposes of this article we'll focus on federal contractors and their affirmative action needs...Read More
Why Use a Third Party Provider for Your OFCCP Compliance Outreach?
As a federal contractor, it is very important to have a comprehensive good faith effort in your hiring program in support of OFCCP compliance. Obviously, that means that are several specific tasks...Read More
OFCCP Desk Audit
While not all federal contractors will participate in an OFCCP Audit, being prepared for the process is a good practice. If you do receive a notice, or scheduling letter from the Office of Federal Contract Compliance Programs, here is what you can expect during an OFCCP Desk Audit....Read More
A Closer Look at the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
If you are a federal contractor who needs to develop an OFCCP compliance strategy, the first order of business is an understanding of the laws which govern the OFCCP mandate. One of the multiple legislative orders for compliance is the Vietnam Era Veterans' Readjustment Assistance Act or VEVRAA, which prohibits discrimination against protected veterans...Read More
Who is an Applicant? Using the Internet Applicant Rule the Right Way
Under OFCCP’s Internet Applicant Rule, a job seeker must meet four criteria to be classified as an applicant for recordkeeping, reporting, and analysis by contractors.Read More
Understanding Item 19's "Other Compensation"
OFCCP's Item 19's "Other Compensation" submission requirements has been throwing many contractors for a loop. They want to know what exactly OFCCP wants when it asks contractors to provide "Other Compensation" for each employee at the establishment under review...Read More
Surviving an OFCCP Audit
You just received notice from the Office of Federal Contract Compliance Programs (OFCCP) of an audit. Now what? Here are three steps you should proactively take to help you survive the OFCCP audit process. If selected for a desk audit, you will have exactly 30 days to provide the agency with documentation. This means you should always have the appropriate records available to provide to the OFCCP if summoned...Read More
Say Hello to Thought Diversity: Understanding this Growing Workplace Trend
When you think of effective workplace diversity, you probably think of people of different genders, races, and cultures putting their diverse backgrounds to good use. You may also think about legal requirements and ensuring compliance. These thoughts are correct, but there’s another way to "think" about diversity...Read More
Hiring Our Heroes: RTI Helps Veterans Build Second Careers in Metals Engineering
At America's Job Exchange, we take great pride in helping our clients create successful initiatives to hire our nation's heroes returning from service. While it is important to recognize the sacrifice of our veterans, we also want to recognize the efforts of organizations that are going the extra mile to create opportunities for veterans. Employment opportunities at RTI and valuable military training are combining...Read More
How to Post an EEO Job
Equal employment opportunity (EEO) laws enforced by the Office of Federal Contract Compliance Programs (OFCCP), mandate that federal contractors and subcontractors follow non-discrimination in their hiring practices, as outlined in Executive Order 11246. OFCCP compliance requires that job vacancy announcements, below the executive–level, do not discriminate and are open to all qualified candidates, regardless of race, color, sex, religion or national origin...Read More
Origins of Affirmative Action
Affirmative Action plays a critical role in promoting diversity in the workplace. Its foundation is based on Civil Rights provisions on racial inequality. The phrase "Affirmative Action"; however, was coined by President John F. Kennedy, when he enacted Executive Order 10925 in March 6, 1961 which outlined the Government's commitment to Equal Employment Opportunity (EEO) and required government contractors to take measures to hire "without regard to race, creed, color, or national origin"...Read More
OFCCP Recordkeeping Requirements
The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring compliance with Executive Order 11246, and all regulations pertaining to making job vacancies available to qualified applicants...Read More
Laws Enforced by the OFCCP
Affirmative action and Equal Opportunity compliance laws were enacted to eliminate discrimination in hiring practices as it relates to taking measures to hire without regard for race, color, sex, religion or national origin as well as qualified individuals with disabilities and protected veterans. As it relates to federal contractors in particular, the Office of Federal Contract Compliance Programs (OFCCP) monitors...Read More
An OFCCP Job Listing Solution
Job posting requirements are at the core of meeting compliance parameters enforced by the US Department of Labor's Employment Standards Division. Monitored by the Office of Federal Contract Compliance Programs (OFCCP), the agency's role is to assess how contractors doing business with the federal government take affirmative action to ensure equal opportunity hiring without regard to race, gender, color, religion...Read More
How Does the OFCCP Define an Internet Applicant?
A core component of compliance with the Office of Federal Contract Compliance Programs (OFCCP) is the Internet Applicant rule. This rule stipulates that Federal contractors and subcontractors must keep data specifically pertaining to recruitment practices centered on Internet hiring and the solicitation of race, gender, and ethnicity of Internet Applicants. Under the Internet Applicant rule, Internet Applicants...Read More
Review Your OFCCP Compliance Policy
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...Read More
Preparing for an OFCCP Audit
OFCCP compliance requires that job vacancy announcements reach state employment agencies, and in turn reach qualified applicants representing minorities, veterans, women and persons with disabilities. As outlined by the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), Federal contractors need to prove that they are actively working with local state employment agencies, posting jobs and keeping records...Read More
What to Expect During an OFCCP Audit
Each year the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) selects numerous federal contractor establishments to evaluate their compliance with affirmative action regulations. While audit preparation is mandatory, if you have the appropriate documentation on hand you can make the process easier to coordinate. If you have been selected for a desk audit, you will receive a notification...Read More
Next Steps to Ensure Seamless Compliance
Now that you know the expectations of the OFCCP in terms of recruitment and outreach, what steps do you need to take to ensure seamless compliance? Read the helpful tips below and get ready!Read More
National Disability Employment Awareness Month
October is National Disability Employment Awareness Month. Designated by Congress in 1945 to educate people on issues related to disability and employment, the observation was initially a week-long event called "National Employ the Physically Handicapped Week". In 1962 the word "physically" was removed to acknowledge all forms of disabilities, and in 1988, Congress expanded the week–long observance to a full month...Read More
Understanding Mandatory Job Listing Requirements
As is the case with any OFCCP compliance strategy, you should review and understand the compliance laws that federal contractors and subcontractors need to meet to minimize discrimination and make jobs available to all qualified individuals with disabilities and protected veterans, and comply with nondiscriminatory hiring practices.Read More
Laws Governing OFCCP Compliance
Our second in our series of articles on OFCCP Compliance, we outline the significance of the OFCCP to the business goals of federal contractors and subcontractors. If you have contracts with the Federal government, you are required to abide by regulations outlined by the OFCCP to meet basic affirmative action and equal employment opportunity (EEO) requirements.Read More
Industry Liaison Group: Its' Role in OFCCP Compliance
The Industry Liaison Group (ILG) was created by the Office of Federal Contract Compliance Programs (OFCCP) to foster communication as it relates to affirmative action and equal employment opportunity employment (EEOC) to the federal contractor and employer community. Along with the national organization, federal contractors have formed regional ILG groups throughout the country. If you are a federal contractor or HR manager...Read More
Industry Liaison Group – Who are They?
For many employers, the National Industry Liaison Group (NILG) is a common name and their annual conference, being held this year from August 27-31 in Hawaii, is attended by HR managers and those involved with Equal Opportunity (EO) and Affirmative Action (AA) compliance as well as OFCCP compliance. Created by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) to provide open communication...Read More
Why You Need to Be OFCCP Compliant
Today's employers have to manage an increasingly diverse work force. Diversity candidates are one of a growing group to join the labor market, and employers have to be both proactive and are required to recruit from this rich, talent pool – one that can be critical to your hiring business plan.Read More
Federal Contractors and Veterans
Discrimination in the workplace, especially in terms of hiring, can span across race, gender, disabilities, or religious or cultural beliefs. However, discrimination can also take place against veterans and disabled veterans, taking away opportunities from those returning from war. To counteract this discrimination, the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) was enacted in 1974...Read More
Balancing Compliance with Organizational Dynamics
The dynamics of an organization are defined by its behavior, from its business strategies, operational procedures, to its employees. With this in mind, designing a compliance strategy is larger than simply hiring diversity candidates so that you meet OFCCP compliance regulations. For a compliance strategy to be effective, it requires buy–in and involvement from all levels of the organization, from the top down...Read More
Choosing the Right Applicant Tracking System
Applicant Tracking Systems (ATS) can be a valuable part of the recruitment process; however, are not something that can be selected as a one-size fits for all corporations. There are many factors to weigh if you are considering investing in an ATS, including what are your goals in putting this in place; can it help increase the volume and caliber of resume submission; to will it streamline your recruiting process and thereby improve both efficiencies and ROI...Read More
Assessing Your Veterans and Individuals with Disabilities Outreach Efforts
Working with recruitment sources that target Individuals with Disabilities (IWD) and Protected Veterans (PV) is a good start, but ultimately you don’t want to have just documentation of outreach. You want to know the time and money spent working with those recruitment sources is yielding results and you are successfully onboarding qualified candidates.Read More
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