Academic Library for "Accessible Recruiting"
Legal & Practical Implications of Office of Federal Contract Compliance Programs (OFCCP) Disability & Veteran Staffing
Clarion University has prepared a summary of articles on Accessible Recruiting and OFCCP. These articles are currently available to all invitees, and they will remain available to all registered participants for 30 days past the learning event. For some, access to thoughtful and current background materials can be helpful in appreciating the issues and opportunities that surround this important workplace topic. We invite you to review these resources and we thank our Academic Sponsor Clarion University and specifically, Dr. Ray Feroz.
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Author: Darwin Redshield
Summary: Over the past couple of years, employers have spent an enormous amount of time and resources reacting to the OFCCP’s rules and regulations. And, while OFCCP regulations are specifically for contractors who work with the Federal government, all US-based companies are required by the EEOC to do their best to eliminate prejudice in the hiring process.
The Office of Federal Contract Compliance Programs (OFCCP) is a division of the US Department of Labor that has been charged with implementing the laws that require equal employment opportunity for anyone working within the government contract system. As stated in the OFCCP mission statement, this would mean enforcing laws “that ban discrimination and require Federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a Vietnam era or special disabled veteran.”
Office of Federal Contract Compliance Programs (OFCCP)
Author: US Department of Labor
Summary: The purpose of the Office of Federal Contract Compliance Programs (OFCCP) is to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.
The OFCCP has close working relationships with other Departmental agencies, such as: the Department of Justice, the Equal Employment Opportunity Commission and the DOL, the Office of the Solicitor, which advises on ethical, legal and enforcement issues; the Women's Bureau, which emphasizes the needs of working women; the Bureau of Apprenticeship and Training, which establishes policies to promote equal opportunities in the recruitment and selection of apprentices; and, the Employment and Training Administration, which administers Labor Department job training programs for current workforce needs.
Author: Milton S. Cotter
Summary: This article addresses compliance with government agencies and regulations; non-compliance and failure to report accordingly can be more costly than you might imagine, as a review of recent fines and settlements shows. It is also resource draining to receive notice of an audit or review and realize that your organization has not been effectively keeping up with records of applicants relative to minority or veteran status, and the hires for these various groups, including the reasons for the hires.
Generally, any employer subject to EEOC jurisdiction must take steps to ensure that employment practices are lawful, including the retention of records to prove compliance with applicable laws. Specifically, employers subject to EEOC jurisdiction with 100 or more employees must file an EEO-1 report annually.
New OFCCP Regs Have Employers on Guard for Discrimination
Author: Gina Ruiz
Summary: The list of employers subject to the agency’s Internet-applicant final rule is diverse and substantive and includes most of the Fortune 500 as well as small and midsize companies from numerous industries.
Employers across the country could receive a troubling piece of news in the mail this summer. The Department of Labor’s Office of Federal Contract Compliance Programs started sending audit notifications, kicking off its official probe into companies’ compliance with the Internet-applicant final rule.
Author: Elaine Smith, SPHR, Managine consultant
Summary: The best way to prepare for a compliance review is to be proactive in developing timely written plans, making a good faith effort to hire and promote qualified females and minorities and to initiate required recordkeeping systems in a timely manner. However, many companies fail to pay attention to OFCCP requirements for Government Contractors until they receive a compliance review letter.
Preparing for an OFCCP Audit
Department of Labor’s Office of Federal Contract Compliance Programs – Legal Trends
Author: David Ankeny, David Israel
Summary: Federal contractors who employ 50 or more individuals and Complete government contracts totaling $50,000 or more per year must comply with executive order 11246, by implementing voluntary affirmative action plans (AAPs).
This article addresses information that can be used by government contractors who want to prepare for an OFCCP Compliance review (audit.) The Department of Labor's office of Federal Contract Compliance Programs (OFCCP) issues guidelines and conducts desk (office) and on-site audits of federal contractors to ensure compliance with the executive order and the OFCCP's regulations. The agency uses a significant portion of its $50 million budget to audit federal contractors for compliance.
How to Achieve Recruiting Compliance
Author: Gail Zoppo
Summary: This article addresses recruiting compliance and offers links and reports by such organizations as the U.S. Equal Employment Opportunity Commission.
It's the perfect storm for a hiring-discrimination lawsuit: slashed recruiting budgets and managers who haven't been trained in the validity of hiring.