This Halloween season, here are a few “scary” and “tricky” applicant data situations that are quite common for many companies. Let’s review some things to consider and some recommendations for how to handle them!
Applicant Disposition codes are one factor that can potentially “make or break” Affirmative Action Plan (AAP) data. As a best practice, we recommend having detailed disposition codes that include two pieces of information for each candidate—the step and status.
In its 2017-2021 strategic plan, the U.S. Equal Employment Opportunity Commission (EEOC) outlined six key enforcement priorities. In another local example, the agency filed a complaint in support of its first and sixth enforcement priorities—the elimination of barriers in hiring and recruitment and the prevention of systemic harassment.
Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Aramark Uniform Services to settle allegations of hiring discrimination against male applicants and placement discrimination, or steering, against female hires, both for production positions in the contractor’s Evansville, IN facility. Aramark is a provider of uniform services and supplies, and the Evansville, IN location provides both uniform rentals and uniform services.
I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan.
Today, March 8, is International Women’s Day. Since the early 1900’s, every year, International Women’s Day calls on individuals, governments, and companies to “be bold for change,” and forge a better working world by closing the gender gap. This day marks a call to action to close disparities in hiring, pay, promotions, and in executive leadership.
As a consulting firm that supports companies' efforts in equal employment opportunity, Berkshire would be remiss not to mention the importance of Executive Order 11246, and the laws that seek to advance gender parity in the workplace.
Sodexo, world leader in Quality of Life services, released its 2016 Global Diversity & Inclusion Report this week and credit BALANCEtrak applicant tracking system with fostering more efficient and compliant frontline recruitment. As the 19th largest employer globally, and serving 15 million North American consumers, the report highlights Sodexo’s mission to attain an organization reflective of the diverse communities they serve. Accomplishing this goal meant identifying the right platform and processes that could result in attracting a diverse pool of applicants.
Southern Glazer’s Wine and Spirits of Louisiana has agreed to pay $175,000 to settle claims that the company systematically discriminated against African American applicants when hiring for its facility in St. Charles Parish. A routine investigation by Office of Federal Contract Compliance Programs (OFCCP) found that between January 1, 2008, and January 29, 2009, the company discriminated against 467 African American applicants for warehouse worker positions on the basis of their race. OFCCP also claimed the company did not retain complete and accurate employment records and failed to properly conduct adverse impact analyses and evaluate each component of the selection process as required by federal regulations.
Recently, the U.S. Equal Employment Opportunity Commission (EEOC) published a user-friendly resource document aimed at advising employees and job applicants with mental health conditions of their rights under the Americans with Disabilities Act (ADA). During the fiscal year 2016, the EEOC saw a large uptick in the number of discrimination charges based on mental health conditions. EEOC resolved almost 5,000 charges and obtained approximately $20 million for individuals with mental health conditions who were denied employment or reasonable accommodation.
It is time to wrap up 2016 and put a bow around it. This has been an eventful year for many reasons—one of which was the impact of increased pressure on federal contractors and sub-contractors from OFCCP. Many of you have Affirmative Action Programs (AAP) that are effective January 1, 2017. As you wrap up 2016 here are some issues to keep in mind: