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

Hiring Candidates with Disabilities-Three Examples

blog-disabilityFor 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.

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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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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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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