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 →
The unemployment rate of working age individuals with disabilities and the percentage of working age individuals with disabilities that are not in the labor force remain significantly higher than for those without disabilities. For this reason, The Department of Labor Office of Federal Contract Compliance (OFCCP) for the first time since 1970 has strengthened Section 503 of The Rehabilitation Act of 1973. This is an important step toward reducing barriers to equal employment opportunities for individuals with disabilities.
The Section 503 new regulations are right around the corner and take effect March 24, 2014! AJE is coordinating with OFCCP experts to educate federal contractors on the new changes.
Are you ready for the new regulations? DO you understand the intricacies and demands of the new regulations and what do you need to know to comply? Continue reading →
In 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 TheVietnam 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. Continue reading →
While 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”. Continue reading →
In less than 90 days, on March 24, the new regulations to improve hiring and employment of veterans and individuals with disabilities (IWD) go into effect. These final two rules announced on August 27, 2013 represent major step forward for the affirmative action agenda of the OFCCP leadership that has been active and engaged since the first term of the current administration. According to Patricia Shiu, the Director of the OFCCP these revised rules represent “…an important step toward reducing barriers to real opportunities for veterans and individuals with disabilities”. The new regulations strengthen the existing mandates requiring federal contractors and subcontractors to affirmatively recruit, hire, train and promote qualified veterans and individuals with disability. The new regulations require contractors to set a goal for recruitment and employment from the above two groups, and annually measure progress through quantifiable metrics. They also establish stringent recordkeeping requirements, and provide clear guidelines for mandatory job listing for protected veterans at the state Employment Service Delivery Systems (ESDS). Continue reading →
Happy New Year Federal Contractors! With new federal regulations regarding hiring of protected veterans and candidates with disability ready to go into effect March 24, 2014, now is the time to get all your ducks in a row for a successful OFCCP audit.
The new regulations are confusing and extensive. However, as a federal contractor you need to understand them well so as to be compliant and survive an OFCCP audit without penalty. Check out the OFCCP website for regulations details.
A great way to prepare your organization to comply with these new regulations is to prepare your outreach plan to attract candidates of quality that meet the new regulation and EEO requirements. America’s Job Exchange has a meticulous and systematic 10-step outreach plan that meets all OFCCP regulation requirements.
Linked with your efforts for outreach to hire candidates that help you stay compliant is also a reporting and data analysis plan of action. Browse our site for vast resources on how to effectively prepare your reporting.
The new rules mandate attention to detail. They may seem slightly confusing and intimidating but they are navigable. At AJE we have taken a lot of time to understand these regulations and how they are to be applied. Register today and let us help you.