If it isn’t documented, it didn’t happen. That is the short answer as to why it is important to document all outreach efforts. Outreach logs will also allow us to perform analytics to more closely understand which of your outreach efforts is providing qualified applicants and which ones are not.
Articles Tagged: OFCCP compliance
How should a federal contractor post jobs?
As a federal contractor there are some guidelines for posting open positions. Let’s start by reviewing the basic posting requirement. Under VEVRAA, Federal contractors are required to post “all employment openings” with the appropriate Employment Service Delivery System(s) (ESDS) where the job opening occurs. In this context, “all employment openings” means all job openings with […]
Can we use a third party for state job postings?
OFCCP’s regulations have been updated to account for the use of private, 3rd party job listing services. Use of such services will be considered satisfactory as long as the 3rd party service is posting in a “manner and format permitted by the ESDS.” When using a 3rd party service, ensure that your agreement contains such […]
What are the steps for getting into Affirmative Action compliance?
Ensure compliant HR processes: Federal contractors should provide thorough training and conduct internal audits to ensure their HR processes are compliant, discourage discrimination, properly documented, and applied consistently. HR processes to monitor include: Applicant tracking and recordkeeping Hiring, promotions, and terminations and recordkeeping Compensation Use employee and applicant data for required reports and complete affirmative […]
How do we ensure online accessibility for individuals with disabilities?
In conjunction with the Internet Applicant Rule, federal contractors must ensure the accessibility of their online application systems. When federal contractors utilize the Internet as their primary, or only, means of accepting applications they must ensure that applicants with disabilities are afforded their equal opportunity rights in the hiring process. Federal contractors should strive to […]
What tracking and outreach do I need for Individuals with Disabilities and Veterans?
The OFCCP annually publishes the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) Benchmark on its Web site based on data released by the Bureau of Labor Statistics (BLS). Below is the Benchmark chart as presented on the DOL website: Annual VEVRAA Benchmark Effective Dates Because there are numerical goals (annual 7% utilization analysis required since […]
How Do I Prepare for an OFCCP Compliance Review?
The following elements should be in place in preparation for an OFCCP Compliance Evaluation: A current and previous year’s affirmative action plan for Minorities and Women, Individuals with Disabilities, and Veterans with all required analysis. If you are six months or more into your AAP plan year then goals and activity analysis should be updated. […]
What Questions May Be Asked in a Compensation Audit Interview?
Examples of Compensation Audit Questions Introduction OFCCP will typically begin the compensation interview with something like the following: “We did an analysis of your compensation data, there was an indication of possible discrimination. Thus the reason for this discussion and interview.” When asked a direct question, it is OK to say, “I don’t know” or […]
What areas of my organization will be impacted by affirmative action compliance?
Business Function Affirmative Action Responsibility Outsourcing Support Offered by HudsonMann Executive Understand highest levels of affirmative action commitment Working with corporate HR representatives, provide consultation, training and resources to ensure executives have meaningful understanding of Federal contractor affirmative action responsibilities Corporate HR Understand affirmative action regulations and liabilities Establish and maintain corporate affirmative action/EEO policies […]