It is common knowledge that EEO compliance has developed into an extremely complex and sometimes controversial process. In just the last 14 years alone we have witnessed an endless stream of changes to the expectations of contractors including: Changing from eight (8) to two (2) availability factors The brief, rocky visit of the EO Survey The as yet, unrealized threat of multiple regression as a tool to find comp...

Looking at the Gap Between Expectations and Reality For many years, compensation compliance has been discussed ad nauseam in Industry Liaison Group (ILG) meetings, webinars, and in articles by the hundreds that included topics on OFCCP expectations/enforcement, data collection and suggested analyses. In related fashion, EEO/AA professionals have attended the National Industry Liaison Group (NILG) conferen...

Plus, eight add-on values that come with outsourcing your affirmative action plan development and support One of the most common questions asked by contractors when they are gearing up to manage affirmative action plan compliance within their company is: “Should I purchase software or outsource my affirmative action plan?” This is a critical question because it will impact a whole plethora of factors including:...

Introduction In a time of changing laws and a pervasive fear of OFCCP audits, it is always a good idea to make sure that people have a good understanding of the basics in compliance and how internal decisions affect Federal contractors. For decades contractors have told me that when it comes to affirmative action “A plan is a plan is a plan,” meaning they are basically cookie-cutter reports and all AAPs are basically the s...

(This is only a general review and is not intended to be all inclusive; for full regulatory requirements, see the Section 503 of the Rehabilitation Act and VEVRAA Final Rules published by the OFCCP here:) http://www.dol.gov/ofccp/OFCCPNews/LatestNews.htm#news Federal contractors around the country have been scrambling to obtain information regarding the new Veteran and Disability regulations since the...

As Federal contractors begin to utilize the 2010 EEO Census File to generate availability data, it provides a good opportunity to remind plan developers to take a look at how they are calculating their availability pools. Contractors need to avoid going on autopilot when it comes to defining their affirmative action plan structure. Things have changed and contractors need to visualize the impact those changes have on thei...

One of the least discussed, yet most contentious areas in Affirmative Action Planning is the determination of the date in which the Affirmative Action Plan (AAP) goes into effect and the determination of the associated employee snapshot date. For years I have spoken with clients, consultants and the OFCCP regarding their perception on choosing an appropriate plan date and it always surprises me how disparate the answers c...

Federal contractors need help assessing risk and choosing a direction that will get their recruitment programs in compliance with the evolving regulations being aggressively enforced by the Office of Federal Contract Compliance Programs (OFCCP). The many layers of complexity are clearly frustrating contractors as the number of violations being flagged by OFCCP continues a strong upward trend under the current administration...

Recruitment and hiring processes are changing, and they are changing fast. Similar to how fast the internet changed public lives in the 1990’s, elaborate internet tools such as social media, job boards, online diversity associations and job posting requirements are changing the lives of recruiters and Federal contractors right now. In turn, contractors have a lot of questions about how to keep pace with their recordkee...