Reserve your seat for this enlightening webinar with Berkshire expert, Misty Glorioso, as she discusses the impact of common recruitment strategies on a company’s federal contracting compliance on April 10. This webinar hosted by JOBfindah will give attendees insight on what Office of Federal Contract Compliance Programs (OFCCP) is expecting when it comes to compliant recruitment practices, as well as receive instruction on defining an Internet applicant, minimizing recordkeeping, and the importance of dispositioning candidates.
The Office of Federal Contract Compliance Programs (OFCCP) announced this week it would be standardizing its Predetermination Notices (PDN) under Directive 2018-01. This is the first directive issued by Director Ondray T. Harris. The PDN is a letter the agency uses to inform federal contractors of the agency’s preliminary findings of employment discrimination. Prior to this directive, OFCCP reserved use of PDNs for specific systemic discrimination cases.
Did your company recently receive a Corporate Scheduling Announcement Letter (CSAL) from Office of Federal Contract Compliance Programs (OFCCP)? If so, you may receive an invitation from OFCCP to attend a Compliance Assistance seminar. Several local OFCCP offices will host a seminar aimed at helping contractors recently identified for a compliance evaluation learn more about the compliance review process and increase their preparedness for audit.
The central issue, in this case, is that while training for a tandem sky-dive, Donald Zarda, a long-time sky-diving instructor, revealed to one of his female students he was gay. He said that he did so to alleviate any discomfort she was feeling because of the close physical contact required for the jump. After the exercise, the customer told her boyfriend what Mr. Zarda had revealed to her. The boyfriend called Mr. Zarda’s employer, Altitude Express, and recounted the conversation, after which Mr. Zarda’s employment was terminated. The New York Circuit Court of Appeals ruled that this was discrimination on the basis of sex in violation of Title VII of the Civil Rights Act.
The U.S. Equal Employment Opportunity Commission (EEOC) has charged Zachry Construction, a San Antonio based construction and industrial contractor, with violating a federal law that protects individuals with disabilities. The agency alleges the contractor violated this law when it fired several employees with disabilities. The contractor became aware of the employees’ disabilities during a post-offer medical questionnaire and subsequent medical examinations. Before their terminations, the EEOC claims these individuals were performing their job duties in a satisfactory manner.
For the last 100 plus years, March 8 has been recognized as International Women’s Day. This day recognizes the social, economic, and political achievements of women. This day acts as a second wind to continue to forge ahead in global activism for women’s equality. This year’s Women’s Day marks the continual fight to close the gender gap through the #PressforProgress movement. Movements like #MeToo and #TimesUp give the gender parity a greater call to action for everyone, not just women to push for change. An effort such as this will require work on all fronts to ensure current disparities in hiring, pay, promotions, and leadership are addressed and eliminated for women in leadership in the future.
Congratulations! Your company has just signed a federal contract and you are now subject to Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; and Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRRA), as amended. You have 120 days from the commencement of this first contract to develop your affirmative action plans.
Columbia, MD—March 5, 2018, Berkshire Associates Inc., a leading human resource consulting and technology firm, announces today the appointment of Patti Sauer as Managing Consultant. With over 20 years of affirmative action consulting experience, Patti brings to Berkshire a wealth of knowledge regarding Office of Federal Contract Compliance Programs (OFCCP) regulations, and will head up Berkshire’s new Tallahassee, FL office.
The Federal Office of Management and Budget (OMB) says the final decision on whether pay data is to be collected in EEO-1 reports has not been made. This information came in as a request filed by OMB to dismiss a lawsuit filed by the National Women’s Law Center (NWLC) and the Labor Council for Latin American Advancement (LCLAA).
In September 2016, OMB approved a revision to the EEO-1 report that would require employers to report pay data—in the form of W-2 wages—in addition to the race, ethnicity, and gender information already collected on the EEO-1 form. This new pay data is referred to as Component 2 and the existing race, ethnicity, and gender data is referred to as Component 1. In August 2017, OMB announced its decision to review and stay with the EEOC’s new collection of Component 2 pay data, noting concerns of the practical utility of the data, unnecessary burden on employers, and confidentiality concerns. EEOC also announced the Component 1 requirements for 2017 would be due by March 31, 2018.
Beth Ronnenburg, President of Berkshire Associates, will report on the increasing use of alternative employment relationships such as freelance, contingent, on-call, and temporary workers—otherwise known as the “gig economy”—with Minnesota Affirmative Action Compliance Council (MAACC) members during the March 15 meeting.