“It’s time for a change,” was the theme of this month’s webinar. Newly appointed President of America’s Job Exchange (AJE), Bill Fanning, was excited to present his very first webinar at the helm of AJE. Bill wasted no time addressing the “elephant in the room” with the majority of our federal contractor customers… today’s compliance is broken. And the only way to affect change is by identifying the frustrations today’s recruiters have with what’s become a “check the box” obligation, and providing them with a solution that redefines their expectations of diversity recruitment and Office of Federal Contractor Compliance Programs (OFCCP) compliance. The time to disrupt is now.
Bill first discussed the current challenges most employers face regarding OFCCP regulations. There are numerous job posting and job distribution sites that make meeting required expectations a “set it and forget it” experience for federal contractors. But while their compliance obligations may be met, diversity candidate flow from these solutions is rarely adequate. This is because the “generic job push,” a common tool in the recruitment space, doesn’t target diversity candidates where they are online.
Next, Bill explained AJE’s Diversity Recruitment solution, which leverages data to intelligently target the diversity community on the sites they engage with most. By posting and promoting jobs on relevant sites, then shifting budget based on the most effective efforts, AJE can optimize the return on our customers’ investments.
AJE has developed the AJE Diversity Network as a solution to simplify the process and intelligently engage and deliver the RIGHT candidates…and the early results are jaw dropping.
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 America’s Job Exchange (AJE) we pride ourselves on “beginning to end” audit support back by our team of compliance experts. This team is led by AJE’s Director of Compliance, Gary Cowan. Gary spent over 24 years at the Department on Labor as an auditor, trainer and director…and now he’s on the “other side.” This unique customer experience, combined with our industry leading diversity recruitment and OFCCP compliance solutions empowers our customers and gives them peace of mind. Being aware of the most prevalent audit failures before an actual government audit, will better prepare federal contractors in creating effective best practices and keeping compliant.
Due to high demand for more information into the industry trends of the topics of Human Resources, Labor Relations, Department of Labor regulations and compliance expectations, America’s Job Exchange has gone monthly with its educational webinars.
This September we chose to tackle OFCCP audits. We know they exist. We assist our customers through them weekly… but how is one organization selected over another? What takes place during these investigations? Is there any way to prepare, ahead of time, for an audit? If you have visions of a meltdown dancing in your head, knee-deep in a pile of paperwork…we can save yourself the rise in blood pressure. We teamed up with our trusted partners at Portnoy, Messinger, Pearl & Associates (PMP). They are based in New York and have been committed to providing full-service, strategic guidance on all facets of employer/employee relationships and providing guidance through the numerous laws and regulations that pertain to labor relations and human resource. Continue reading →
For companies with federal contracts, OFCCP would like to see employees with disabilities totaling 7% across all job groups. For successful recruitment and retention, such companies need effective outreach and recruitment measures that would allow them to reach this goal. Below are examples of three companies who have made a big difference in the lives of candidates with autism.
Mary Ellen Smith, Microsoft’s corporate vice president of worldwide operations, in a blog post early this year (April 3, 2015), announced the company’s pilot program to hire candidates with autism for full time positions at the firm’s Redmond offices in Washington. For this initiative, Microsoft has partnered with Specialisterne, a company that helps candidates with autism find meaningful employment.Microsoft’s pilot scheme will initially recruit 10 people with autism. If successful, the scheme could extend to more vacancies worldwide.
The New York Times reported that President Obama has drafted an executive order that applies to federal contractors and sub-contractors. It states that any company that does business with the federal government is to issue paid leave to employees. This will benefit workers who are sick, are seeking medical attention or need to care for a sick relative.
Paid sick leave divides the American Labor market. Among the highest 10 percent of earners, 86 percent of employees have paid sick leave, while among the lowest 10 percent, just 22 percent have it, said Elise Gould, a senior economist at the liberal Economic Policy Institute.
This Executive Order would make the sixth employment-related executive action impacting federal contractors in the past 18 months. The others include:
Federal Minimum Wage
Equal Pay Report
Fair Pay & Safe Workplaces
This new executive order would set a minimum of about seven days paid sick leave and is broad in scope. It covers not just an employee’s illness but also caring for a child, parent, spouse, domestic partner “or any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.” Additionally, sick leave would also comprise a worker’s being away from work due to domestic violence, sexual assault or stalking. If that time was used to seek medical attention or obtain counseling that would count as well. Employers would be ordered to allow unused paid leave to accrue, year after year.
Detailed regulations will be issued by the Labor secretary by September 30, 2016.