As the dust settles from the 2016 election, predictions abound regarding what a Trump presidency will mean for employers. Predicting what policy changes an administration will make is difficult after a typical election year . . . and Donald Trump’s successful campaign was anything but typical. One issue employers may be concerned about is what is going to happen to the new EEO-1 reporting rule that requires employers with 100 or more employees to annually submit detailed pay data and work hours—in addition to race and gender data—for all employees beginning in 2018.
Unfortunately, it’s not clear. President-elect Trump campaigned on a promise to (among other things) relieve businesses of unduly burdensome regulations enacted during President Obama’s Administration. Therefore, the EEO-1 pay data reporting requirements may be one of the rules on the chopping block. Continue reading →
Here at OutSolve we support contractors throughout the country in Affirmative Action Planning, OFCCP audits and all things relate to EEO/AA compliance. Our primary interest is in AAP support, meaning every day we work with data, generate reports and answer hundreds of questions related to compliance. One important lesson we have learned over the years is that while many plan requirements are clear and well documented, not all aspects of compliance are so straightforward. Affirmative action planning can be as much an art as it is a science. It is often these grey areas that require the most support so OutSolve created a presentation to help federal contractors understand the requirements surrounding training and affirmative action plan implementation. Continue reading →
Employers and job seekers are often unclear as to their rights and responsibilities under the Americans with Disabilities Act (ADA). Some employers look upon the ADA with a little fear –- fear of litigation, fear that accommodating someone with a disability costs too much money, or fear that accommodations will mean more work for the employer or their staff. Perhaps the biggest misconception is that the ADA is a law for “those people”. In reality, the ADA is for all of us. According to the Social Security Administration, one in four of today’s twenty-year olds will become disabled before they retire. The ADA is a landmark civil rights law that provides for equal treatment of all people with a disability.
As a federal contractor, you have specific responsibilities related to the employment of individuals with disabilities. As per the amended Section 503 of The Rehabilitation Act, the goal for disability hiring is 7% across all job groups.
Preparation is key and there are steps you can take in advance. Here are some guidelines to help you prepare:
In January 2016, New York became one of many recent states to enact pay equity legislation (California, Colorado, Connecticut, Illinois, Louisiana, Maine, Michigan, Minnesota, New Hampshire, New Jersey, Oregon, Vermont) The purpose of the state-driven legislation is to clarify factors of the federal Equal Pay Act (EPA). The EPA requires employers to provide equal pay to men and women in the same establishment for the same work, defined as work requiring equal skill, effort and responsibility and that which is performed under similar working conditions. Then why are these state laws necessary?
The Equal Pay Act was signed on June 10, 1963, and amended the Fair Labor Standards Act, with a purpose of abolishing wage disparities amongst men and women. The EPA prohibits employers from discriminating on the basis of sex by paying wages to employees at a rate less than the rate paid to employees of the opposite sex for equal work on jobs requiring equal skill, effort, and responsibility, and which are performed under similar working conditions. For an employee to establish a prima facie case under the EPA, she must show that:
March is Women’s History Month, an annual observation dedicated to highlighting the contributions of women in history. The female presence in the workforce is increasing in just about every industry. With women working more, their earnings have become a growing share of the family income. For those currently looking for work, here are some strategies to employ during your job search.
Put your Social Skills to Work and Network Effectively
According to a Brandwatch blog, women are biologically wired for social networking. When it comes to the Internet, women are more engaged than men. Take advantage of your digital savvy and use the Internet, social media and job sites as the basis of your job search. The natural charisma, articulation, and grace of women can be powerful tools of persuasion. Show off your confidence by creating conversations, leading groups, and attending multiple in-person networking events. LinkedIn is a forum for connecting and networking. There are many helpful groups that you could join to interact with like-minded people. All-women networking groups have cropped up in recent years and can be easily found through LinkedIn.