Imagine, you’re 12 years old and never been invited to a birthday party or even a play date. In fact, you’ve never been included in any activities with the other kids at school. Why? Because you were born with an intellectual disability and none of the other children or their parents know how to speak to you or how to treat you. Instead of trying, they pretend you don’t exist...more
Sheryl Letwat has been working as a consultant focused on job development for individuals with disabilities in collaboration with employers for more than four years at Clearbrook. When Sheryl started, there was one job developer and in the four years she has been at Clearbrook...more
The fall of every year brings the obligation for federal contractors and subcontractors to file annual reports with the Equal Employment Opportunity Commission (EEOC) and the Veterans Employment and Training Service (VETS). While this has become something of an annual ritual, organizations that may be reviewed by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) should give special attention to these reports during...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. Bill specializes in developing and writing affirmative action...more
Late last month, Pinterest became the latest in a long line of large tech employers in Silicon Valley to voluntarily publish statistics about the representation of women and minorities in its workforce. This trend was motivated by the recognition that diversity in the workplace breeds creativity and ingenuity, and from persistent urging by Rev. Jesse Jackson’s Rainbow PUSH Coalition to address its concern that Silicon Valley has for too long been dominated by white men.
In Pinterest’s words, By sharing these goals publicly, we’re holding ourselves accountable to make meaningful changes to how...more
Scott Pechaitis is a Shareholder in Jackson Lewis' national Affirmative Action & OFCCP Defense practice group. He works closely...more
John M. Bryson II is a Shareholder in the Washington, D.C. Region office of Jackson Lewis P.C. and a senior member of the Corporate...more
When experts discuss discrimination in compensation, they always warn us that compensation is complex. True...discrimination in compensation is complicated. But the challenges from complexity are only part of the endemic problems of the current state of the theories of discrimination in compensation. The reality is that existing approaches, practices and theories of discrimination in...more
Soul Cherradi, HR Compliance Manager at BP, has experience defending a large number of OFCCP audits and EEOC charges. Soul has 20 years of experience on the corporate side where he held roles in Compliance, HR, Employee Relations, Labor Relations, Law, Compensation...more
503 Checklist Tool
OFCCP created a checklist tool to help federal contractors assess their outreach in relation to Section 503 of the Rehabilitation Act of 1973. While the tool is not required and does not ensure compliance, it is intended to help contractors determine if they are on the right track.
Due to the recent changes of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) regulations requiring contractors to invite applicants to voluntarily self-identify as protected veterans at the pre-offer and post-offer phases of the application process, the Office of Federal Contract Compliance Programs (OFCCP) released an infographic to help veterans easily navigate the “protected veteran” categories to determine their eligibility for coverage under VEVRAA.
2015 VETS-4212 Reporting is Open
The VETS-4212 website is open for data submissions as the deadline is September 30. For questions, contact the help desk at 866-237-0275.
OFCCP Launches Customer Experience Survey
OFCCP deployed a “2015 Customer Experience Survey” to federal contractors that went through a compliance evaluation during the previous four years. The survey was deployed electronically via SurveyMonkey and collects anonymous responses about information on contractors’ experiences during compliance evaluations to identify areas where OFCCP can strengthen its outreach, education, training, and processes moving forward.
Comments to OFCCP About Functional Affirmative Action Plan Directive
The Department of Labor, as part of its continuing effort to reduce paperwork and respondent burden, posted a notice in the federal register requesting comments until September 14, 2015 about its directive regarding functional affirmative action plans, which focus on employees from specific functions or units as opposed to a particular establishment or location. Federal contractors can submit comments electronically.
The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990, by President George H.W. Bush. This comprehensive legislation guarantees that individuals with disabilities have the same opportunities as everyone else to participate in the American dream. This includes employment opportunities, ability to purchase goods and services, and access to state and local government services and programs. The ADA strives to empower people to live independently and achieve economic self-sufficiency. Thanks to everyone who has worked towards the goals of the ADA over the last 25 years!
Making History: A DOL Fast Fact
On June 6, 1933, President Franklin Roosevelt signed the Wagner-Peyser Act into law. This Act established a national system of public employment offices and created the United States Employment Service within the DOL. Inspired by unemployed workers, the goal was to create a forum where employers and workers could exchange information.
The OFCCP Digest is a complimentary resource featuring affirmative action, equal employment opportunity, and government compliance topics. To subscribe or to provide feedback, email OFCCPDigest@LocalJobNetwork.com.
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.