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.
Recruitment and hiring processes are changing, and they are changing fast. Similar to how fast the internet changed public lives in the 1990’s, elaborate internet tools such as social media, job boards, online diversity associations and job posting requirements are changing the lives of recruiters and Federal contractors right now. In turn, contractors have a lot of questions about how to keep pace with their recordkeeping policies and data collection processes to meet evolving Affirmative Action compliance requirements. read more
Chris Lindholm has 15 years of experience in Affirmative Action Planning and EEO consulting, which includes OFCCP audit support, risk management, training, and software development. read more
What is a test?
While we commonly think of tests as either a series of questions to be answered and scored or a set of actions to be performed and scored, from the EEO perspective, the definition of test is much broader. Any part of a selection procedure where candidates are considered and some are chosen, while others are not, is subject to the Uniform Guidelines on Employee Selection Procedures (UGESP) (41 CFR 60-3) and, for all intents and purposes, are tests. read more
Sandra Scott Zeigler, Esq. is a recognized authority on Federal EEO enforcement with 25 years of experience divided equally between the EEOC and OFCCP. read more
From the advent of the eight-factor analysis, availability analyses have been a central part of all federal affirmative action plans. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) changed from an eight-factor analysis to a two-factor analysis (i.e. an analysis examining only external populations and internal populations that may be able to enter jobs) more than ten years ago. read more
William A. Osterndorf is President and founder of HR Analytical Services and has been working with affirmative action/equal opportunity issues for the last 25 years in the public and private sectors.
By convention and practice (not by Executive Order, statute, regulation or guideline), OFCCP has never required covered federal contractors and subcontractors to prepare Affirmative Action Plans for minorities for their establishments in Hawaii or Puerto Rico. OFCCP has nonetheless always required federal contractors with establishments in Hawaii and Puerto Rico to create AAPs for Women. read more
John C. Fox, Esq. is one of the most experienced trial lawyers in the United States defending companies in "bet-the-bank" and other substantial employment cases. Mr. Fox is the President and a Senior Partner of Fox, Wang & Morgan P.C. read more
This complimentary webinar was developed based on your feedback. Please join us as we offer it again due to your overwhelming requests.
We're taking Federal contractors and subcontractors back to the basics to understand the fundamentals of compliance with the Office of Federal Contract Compliance Programs (OFCCP). This webinar is ideal for those who wish to gain a foundational knowledge of OFCCP coverage, requirements, obligations, and enforcement as well as for those who might benefit from a refresher as the OFCCP basics continue to evolve.
Join the Local JobNetwork™ team and employment attorney, Carmen Couden from Foley & Lardner LLP, as we explore the what, when, why, and how of OFCCP compliance. The webinar is approved for one HRCI credit towards recertification of PHR, SPHR, or GPHR credentials. The webinar is 1.5 hours with a live Q & A (last 30 minutes) to ask our experts questions.
If you are unable to attend, next month's edition of The OFCCP Digest will provide you with a full recap of the conference.
Invitation to Authors
In The OFCCP Digest, industry leaders from throughout the country share their expertise on a range of topics including affirmative action, equal employment opportunity, and government compliance. Would you like to share your expertise with affirmative action employers and Federal contractors by contributing to a future issue? Interested authors are encouraged to contact us at OFCCPDigest@localjobnetwork.com. We value your input.
We hope you find the information in this newsletter helpful. To subscribe to The OFCCP Digest, send your email address to OFCCPDigest@localjobnetwork.com as well as your comments and feedback.
The opinions expressed in this newsletter are the opinions of the individual author(s) and do not necessarily reflect the opinions of the Local JobNetwork™. The information appearing in this newsletter is meant to provide the reader with a general understanding of topics relating to OFCCP compliance requirements and is not legal advice. If you are seeking legal advice to address OFCCP compliance issues or requirements, you should consult an attorney. The Local JobNetwork™ expressly disclaims all liability with respect to actions taken or not taken based on any or all of the contents of this newsletter.