The Office of Management Budget (OMB) has renewed the voluntary self-identification form federal contractors must use to solicit disability status information from applicants and employees. The new form was approved without change and is valid until January 31, 2020. Federal contractors are required to either download the renewed form(s) or update their electronic version(s) of the form to reflect the new OMB approval expiration date.
On January 31, 2017, the White House shared that President Trump will not override the Executive Order (EO) signed during the Obama administration providing workplace protections for LGBT employees working on federal contracts. EO 13672, signed by President Obama in 2014, extended existing EO 11246 protections for federal contract employees to also prohibit employment discrimination based on sexual orientation and gender identity. When the order was signed by President Obama, it applied to 28 million workers, or about a fifth of America’s workforce. OFCCP subsequently issued regulations to implement EO 13672, which can be found at https://www.dol.gov/ofccp/LGBT.html. In announcing that the new administration would not rescind these protections, the White House stated President Trump “is determined to protect the rights of all Americans, including the LGBTQ community.”
The government announced it settled a lawsuit that started in 2000 between the Department of Homeland Security, the Secret Service, and more than 100 agents. The settlement is based on allegations of discrimination against African-American agents who claimed they were routinely and unfairly passed over for promotion. The alleged pattern of discrimination included racial slurs, assignments, bonuses, hiring practices, and retaliation against individuals who filed claims of racial harassment.
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.
What can be scarier than the idea of updating all your self-ID forms? How about trying to keep up-to-date with all the changes! Well, the VETS-100/VETS-100A has headed out of town with the Headless Horseman. Just as many federal contractors are finalizing their self-identification forms, the Veterans’ Employment and Training Service (VETS) of the U.S. Department of Labor has issued a final ruling changing the way Veteran data is gathered.
Many HR and compliance professionals face the same question every year, “What is the best way to increase our diversity recruitment efforts?” There are many action steps you can put in place now to make sure you are not behind the eight ball when it comes to finding a diverse candidate pool. Here are some tips to hit the ground running:
The new regulations on applicant tracking with regard to Veterans and Individuals with Disabilities have brought a lot of attention to applicant tracking and metrics. With this in mind, HR professionals who manage hiring in their organizations can benefit from using an automated tool to make applicant analysis more accurate. For example, in Berkshire’s applicant tracking software, BALANCEtrak, clients are able to use the Requisition ID field to weed out applicants who don’t need to be included in their plan, or find applicants who were missed. This is a great way to clean your applicant flow to make it easier to manage the data you need. Here are some BALANCEtrak Requisition ID tips:
In a time when companies are looking for ways to reduce expenses, one of the first items on the chopping block tends to be human capital investments. Human capital includes education, knowledge, experience, and skills of employees. Many companies argue programs such as educational assistance, mentorship programs, health/wellness programs, etc. are not a necessity when they are looking for ways to trim their budgets. However, organizations who recognize the importance of human capital and workforce balance realize their employees are the core to success and sometimes survival.
A popular question I often get asked is from individuals tasked with the responsibility of gaining buy-in from their organizations for affirmative action planning (AAP) initiatives. During my interactions I often advise two alternatives, or a blend, depending on the culture of the organization and the acceptance of the principles of affirmative action (AA). This advice is known as the “carrot-and-stick” approach.