Berkshire is excited to announce that we've got some big changes in store in the coming weeks, and we wanted to prepare you, our followers, as the time draws near.
For contractors, the typical process for bringing on a new employee will likely be opening a requisition, considering and interviewing applicants, and extending an offer to one of those applicants. However, contractors should have plans for how to process unsolicited résumés from job seekers, as some job seekers will want to submit their résumés without applying to a specific requisition, with the possibility of being the right fit farther down the road. It’s not unlikely to have an immense number of these unsolicited résumés from eager job seekers, and so contractors need to be aware of their obligations of how to handle and maintain these résumés.
In an article published by NPR, the Census Bureau revealed the results of a national experiment on public reaction to a citizenship question being included in the 2020 Survey. Although the Supreme Court ruled against the inclusion of such a question on the constitutionally mandated headcount of American communities, the Census Bureau worked its investigation to completion.
Happy New Year! As they close out 2019, the Department of Labor continues to release statistics on their previous year. One of these statistics is the number of suspensions and debarments of federal contractors in 2019. Suspensions and Debarments prohibit companies from doing business with the federal government – Suspensions are typically temporary, while a full investigation is being performed, and debarments usually last three years.
It looks like OFCCP is ringing in the new year with a continued commitment to their resolution of transparency. The agency recently updated its Federal Contract Compliance Manual (FCCM). This manual provides guidance to OFCCP's compliance officers for conducting compliance evaluations and complaint investigations. It is also available to federal contractors to offer compliance assistance. There were over 70 sections updated in this new release, the majority of the updates were made to bring the FCCM up-to-date with regulatory and practice changes.
The pay equity movement made big headlines in 2019 thanks to several high profile pay discrimination cases, EEO-1 Component 2 pay data collection, and significant activity at the state level to enact pay equity legislation. However, gender pay gap surveys reported that in 2019 women are still earning 79 cents for every dollar that men make. To see the gender pay gap and pay equity law in your state(s), excellent interactive resources are made available by The American Association of University Women (AAUW). AAUW is a nonpartisan, nonprofit organization with a mission “to advance gender equity for women and girls through research, education, and advocacy” with a vision for “equity for all.”
The Office of Federal Contract Compliance Programs (OFCCP) recently issued a proposed rule that would codify the process the agency uses to resolve violations during a compliance review. The proposal also explains the types of evidence needed for the agency to find discrimination. The proposal is an extension of OFCCP Director Craig Leen’s focus on transparency and certainty and seeks to formalize several case processing initiatives OFCCP implemented through less formal directives and the agency’s Federal Contract Compliance Manual. If finalized as regulations, the case processing requirements would have greater legal effect and could only be changed by a different administration through public notice or comment.