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.
In 2016 the Equal Employment Opportunity Commission (EEOC) announced revisions to the EEO-1 Report that will require most organizations to submit employee pay data to the federal government annually. The new requirement begins with the 2017 EEO-1 reporting cycle, and will be due by March 31, 2018.
Lynn Clements, Berkshire’s Director of Regulatory Affairs, and former policy advisor at the EEOC, explains what HR professionals need to know about the revised EEO-1 Report. This paper outlines what changed in the reporting requirements, what didn’t change, and what companies need to consider as the new reporting requirements are implemented.
Published: August 2016
Tracking applicant data is an important component of compliance with federal affirmative action requirements. Not only is it required, but if done strategically, it can provide valuable insight into your company’s hiring practices and help mitigate compliance risks. With the latest applicant tracking system (ATS) technology available, collecting massive amounts of data is commonplace. Knowing what all this data means and how to use it to your advantage is where the challenge lies.
If you’re an HR and compliance professional you’re most likely in the process of managing your 2016 Affirmative Action Program. Are you aware of the latest compliance requirements? Are you preparing for what’s ahead for the remainder of the year?
To effectively manage the changes ahead, federal contractors need to be proactive in their approaches to managing new agency requirements and policies. From audits to pay transparency, there is much ground for HR professionals to cover.
Published: October 2015
It’s been quite the year of compliance trends and updates for Office of Federal Contract Compliance Programs (OFCCP), and there doesn’t seem to be any signs of things slowing down. Federal contractors and
subcontractors are feeling the pressure to keep their practices up-to-date and compliant. One area OFCCP is still very focused on is audits. With that in mind, there are several compliance trends that are critical for contractors to be aware of right now to proactively prepare for a potential OFCCP audit.
Published: September 2015
The days of pay secrecy in the workplace have come to end for federal contractors as Office of Federal Contractor Compliance Programs’ (OFCCP) Final Rule on Pay Transparency was published in the Federal Register on Friday, September 11, 2015. With this development comes a new round of revisions to policies and postings that were just revised to comply with other new requirements recently imposed on the contractor community.
OFCCP’s Final Rule implements Executive Order 13665, which was signed by President Obama on April 8, 2014. This Executive Order amends Executive Order 11246 to promote pay transparency and openness by protecting workers and job applicants who share compensation information from discrimination.
Published: July 2015
On September 24, 2013, Office of Federal Contract Compliance Programs (OFCCP) published a Final Rule in the Federal Register, making changes to the regulations of Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). The new regulations went into effect March 24, 2014, and the highlights of the regulations included: