After the AAP

How to Properly Implement the Affirmative Action Plan  – OutSolve’s newest presentation will help managers remove the grey areas of Affirmative Action Plan (AAP) implementation.

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

ASK THE EXPERT: OFCCP Audits

This is a first, in a series, of ‘Ask The Expert’ Q&A blogs where we will tap into the vast pool of industry knowledge we have here at America’s Job Exchange (AJE). This blog features our resident expert, Gary Cowan, Director of Compliance.

Q: I know you are an expert in your field, but can you give others a quick summary of why you are particularly knowledgeable in the area of OFCCP audits?

A: I worked at the US Department of Labor for over 24 years, 16 years as an investigator and 8 years in the Administration of DOL. During my time as an investigator I trained hundreds of investigators in investigative techniques and the application of the regulations. I also spent 8 years in Boston, NY and DC as a Director of Administration, supervising over 50 staff members, coordinating several national special projects and working with regional directors nationwide.

Q: How do you use your expertise to assist our customers here at AJE?

A: I have the unique experience that I have trained the auditors in investigative techniques, the application of regulations and the inner workings on how and why companies are audited. Providing that information to our customers is extremely valuable in their approach to an OFCCP audit.
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The Value of Understanding Adverse Impact

Adverse impact is the analysis of selection rates of protected and non-protected groups. According to the guidelines “a selection rate for any race, sex or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four-fifths rate will generally not be regarded by Federal enforcement agencies as evidence of adverse impact.” For example, say there are 135 applicants: 72 non-minority compared to 63 minority.  Seven of the 72 non-minority applicants were hired, which is a 9.7% hiring rate. On the other hand, 3 of the 63 minority candidates were hired making the hiring rate 4.8%.  The 80% rule states that the selection rate of the protected group should be at least 80% of the selection rate of the non-protected group. So, in this case, the adverse impact is 49.5%. Common adverse impact analyses have been traditionally minorities vs. non- minorities, or males vs. females. Now, more detailed analyses are conducted to understand the “favored group.” Continue reading

The Lowdown on VEVRAA

The Lowdown on VEVRAAIn 2012, approximately 2.6 million of the nation´s veterans had served during Gulf War-era II. The unemployment rate for this category of veterans was 9.9 percent, compared to nonveterans at 7.9 percent. In this same year, the unemployment rate for male Gulf War-era II veterans age 18 to 24 was 20.0 percent, higher than the rate for nonveterans of the same age group (16.4 percent). In response to this data and the issues facing our returning veterans looking for employment, the Office of Federal Contract Compliance (OFCCP) revised The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). The new VEVRAA regulations’ goals are to strengthen contractors’ affirmative action and nondiscrimination responsibilities and address the barriers veterans face upon returning to civilian.

On January 31st, 2014, The OFCCP has mailed advance notice audit letters to about 2,100 employers pre-warning them of a near future audit for compliance with the new rules governing VEVRA and Section 503 (for candidates with disabilities). Are you ready for the new regulations? What do you need to know to comply?  Are you in compliance now?

The VEVRAA new regulations are right around the corner and take effect on March 24, 2014.

AJE is coordinating with OFCCP experts to educate federal contractors on the new changes.
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New Regulations for OFCCP Compliance Discussed in Highly Attended Webinar

New Regulations for OFCCP Compliance Discussed in Highly Attended WebinarWhile half of the nation was under a thick blanket of snow and many schools and offices remained closed on February 5, almost 500 HR and compliance professionals called in to the highly anticipated webinar hosted by AJE President Rathin Sinha and Ahmed Younies, President of HR Unlimited. As the new regulations related to affirmative action and improvement of hiring and employment of veterans and people with disabilities go in to effect on March 24, the interest is very high to learn about the details of the changes and roadmap for implementation. The attendees were not disappointed. Both Ahmed and Rathin are industry leaders in their respective areas and they were not holding back to share their perspective and expertise. “This was a great webinar” exclaimed Pamela Headsten who was in attendance for her organization attendees in a note to Rathin “ I have been studying and researching this area aggressively for months now, and this was the single best source of information I have found yet.  Thank you for doing this. Keep it up”.
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