Did You Miss Our Webinar? OFCCP Audits – 5 Reasons They Fail

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

New Executive Order Affect Federal Contractors

New Executive Order Affect Federal ContractorsIn 1963, President Kennedy signed the Equal Pay Act, when women were being paid 59 cents for every dollar paid to men, making it illegal for employers to pay lower wages to women doing substantially the same work as their male counterparts. Following year, Title VII of the Civil Rights Act of 1964 was enacted, making it illegal to discriminate, including in compensation, on the basis of sex, race, color, religion and national origin. In 2009, President Obama signed the Lilly Led better Fair Pay Act as a concrete step to bridge the equal pay gap. Obama also increased the OFCCP’s budget by 10% and the Equal Opportunity Commission’s budget by 5% as well as continuing to support The Paycheck Fairness Act, which he cosponsored in the Senate.

But even today, 50 years after the Equal Pay Act became a law, women are paid 77 cents for every dollar paid to men. Lacking congressional support to raise wages to end gender pay disparities, President Obama is imposing his policies on federal contractors. He will sign an executive order Tuesday, barring federal contractors from retaliating against employees who discuss their pay with each other. The order is similar to language in a Senate bill aimed at closing a pay gap between men and women.
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Section 503 Final Rule

Section 503 Final RuleThe 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?
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Ready or not – the new regulations are less than 90 days away!

Ready or not – the new regulations are less than 90 days away!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

Strategic Approach to Applicant Management

Misty GloriosoRecent conference on OFCCP compliance, hosted  by America’s Job Exchange (AJE), in Waltham, Massachusetts, was a huge success and critical compliance related information and strategies were shared by industry leading  speakers.  One such speaker was Misty Glorioso, Senior Consultant, Berkshire Associates Inc.

Berkshire Associates Inc. is a leading human resource consulting and technology firm specializing in affirmative action, applicant management, compensation management, diversity and professional training.  Its senior consultant Misty Glorioso, spoke on understanding the applicant management obligations of federal contractors at the Waltham conference.  The three main considerations of such employers are:
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New OFCCP regulations – Decoded

MattThe new regulations governing the VEVRAA and Section 503 of The Rehabilitation Act, passed by the Department of Labor OFCCP office, are game changers.  There is much confusion and many unanswered questions among federal contractors.  How does one survive an OFCCP audit in the light of such stringent and sometimes conflicting requirements?  To decode and demystify the new rules, Matthew J. Camardella Esq. of Jackson Lewis was at the inaugural compliance conference, hosted by America’s Job Exchange (AJE) in September, to shed some much needed light on the matter.
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