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 FAQs on Government Compliance - Veteran and Disability Hiring Under the New OFCCPby Bill Osterndorf, Jacquelyn Peterson and Ashley Fitzgerald - Apr, 2013 With the flurry of recent changes within the Office of Federal Contract Compliance Programs (OFCCP), there is confusion on what companies need to do for compliance regarding the hiring of veterans and persons with disabilities. Hear answers to your most frequently asked questions about this topic from experts: Bill Osterndorf, President and founder of HR Analytical Services Ashley Fitzgerald, OFCCP Specialist at LocalJobN... |
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FAQs on Government Compliance - Affirmative Action Plans Simplified by Jeremy Mancheski, Jacquelyn Peterson and Jamie Gobel - Feb, 2013 The first step to passing a compliance review from the Office of Federal Contract Compliance Programs (OFCCP) requires an evaluation of an Affirmative Action Plan (AAP) to ensure it is being implemented correctly. Hear answers to your most frequently asked questions about this topic from experts: Jamie Gobel, OFCCP Specialist with LocalJobNetwork.com Jeremy Mancheski, Principal with OutSolve Jacquelyn Peterson, Assist... |
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FAQs on Government Compliance - What to Do When the OFCCP Comes Knocking (episode two) by Carmen Couden and Jacquelyn Peterson - Jan, 2013 Expert guest Carmen Couden, Senior Counsel with Foley & Lardner LLP, who is a member of the firm's Labor & Employment Practice team representing management, answers your most frequently asked questions about "What to Do When the OFCCP Comes Knocking" at your company's door to conduct a compliance review. FAQs on Government Compliance is where you'll hear frequently asked questions about Equal Employment Opportunity, Affirma... |
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Compliance Provides a Competitive Edge: A Paradigm Shift in Compliance Mindset and Attitude by Ahmed Younies - May, 2013 Compliance with federal employment regulations provides two interrelated benefits to every business interested in maintaining a competitive edge. Firstly, a business which complies with federal regulations will avoid the negative financial penalties associated with noncompliance. Secondly, a business which complies with federal regulations will benefit from hiring a diverse and dynamic workforce. The negative financial pena... |
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The Fox OFCCP Report by John Fox, Esq. - May, 2013 May 2013 The New Rules for OFCCP Onsite Audits: How Much "Cause" is "Probable" Enough? I think many readers are going to be very surprised by this column because OFCCP has recently completed a very BIG change to its audit procedures, but did not tell anyone. No News Release. No Federal Register Notice. No Webinar. Not even a "podium policy" announcement. And yet, the change ... |
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The OFCCP Digest Volume 3, Issue 5 by Local JobNetwork™ - May, 2013 Volume 3, Issue 5 The OFCCP Digest is a complimentary resource for those who do business with the Federal government. Industry leaders from throughout the country share their expertise on a range of topics including affirmative action, equal employment opportunity, and government compliance. ... |
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Applicant Tracking Systems and OFCCP Compliance by Bill Osterndorf - May, 2013 The vendors that provide applicant tracking systems routinely suggest that their systems are “OFCCP compliant.” Yet, federal contractors and subcontractors are frequently cited for record-keeping issues associated with applicant data. How can companies ensure that their applicant tracking systems will help them successfully navigate through an OFCCP review? As a starting point, it is important to note that no applican... |
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Salary Negotiation as Disparate Impact by Sandra Zeigler, Esq. - May, 2013 In presentations I have made around the country, I have occasionally raised the question of whether the practice of permitting negotiation of starting salaries is susceptible to challenge under a disparate impact theory. This article explores that question further. Disparate impact occurs when a practice that is fair in form -- because it applies equally to all employees or applicants -- has a disproportionally negative... |
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The Affirmative Action Conundrum – How to Communicate AAP Results to Managers When Everyone is Protected by Debra Milstein Gardner - May, 2013 Is OFCCP, only now under the Obama administration, valuing the full scope of E.O. 11246? We all know that E.O. 11246 prohibits government contractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. But in the past, has OFCCP ever fully evaluated employment decisions impacting all racial groups? The first two definitions of affirmative action below are represe... |
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The OFCCP Digest Volume 3, Issue 4 by Local JobNetwork™ - Apr, 2013 Volume 3, Issue 4 The OFCCP Digest is a complimentary resource for those who do business with the Federal government. Industry leaders from throughout the country share their expertise on a range of topics including affirmative action, equal employment opportunity, and government compliance. ... |
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The Fox OFCCP Report by John Fox, Esq. - Apr, 2013 April 2013 HOW OFCCP COVERS HOSPITALS HERE'S THE RACK-UP AFTER THE UPMC CASE DECISION I was going to write about the provocative way OFCCP currently selects contractors and contractor establishments for audit, but the tenor and volume of calls and e-mail traffic to my desk in the last two weeks from health care clients and industry representatives have persuaded me I need to... |
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Choosing an Affirmative Action Plan Date by Chris Lindholm - Apr, 2013 One of the least discussed, yet most contentious areas in Affirmative Action Planning is the determination of the date in which the Affirmative Action Plan (AAP) goes into effect and the determination of the associated employee snapshot date. For years I have spoken with clients, consultants and the OFCCP regarding their perception on choosing an appropriate plan date and it always surprises me how disparate the answers can ... |
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What Does OFCCP Want? by Bill Osterndorf - Apr, 2013 Much has been written about the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) in the last few years. OFCCP has a number of significant new initiatives, most notably its recent directive regarding the evaluation of compensation data that federal contractors and subcontractors will be asked to provide during compliance reviews. OFCCP has also gone through a number of changes to the manner ... |
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