Federal contractors or subcontractors must comply with many affirmative action obligations surrounding applicant management, job postings, career site statements, and outreach effort evaluations, to name just a few. This blog will guide you in putting together robust applicant data for your affirmative action plan so it will be more likely to withstand OFCCP scrutiny in an audit.
The recipients of the 2018 Program Demonstration Awards have been released. The HIRE Vets Act, which was signed by President Trump in 2017, recognizes employers who recruit, employ and retain veterans. There are awards for small, medium, and large corporations that consist of two tiers: gold and platinum. The criteria for recognition consists of the percentage of new hire veterans, percentage of veterans retained, and total number of veterans employed. Leadership opportunities, training, and tuition assistance for veterans are also considered when recognizing the employers. Notable large companies recognized in 2018 are Southwest Airlines, Northrup Grumman, and Leidos. For a full list of the award recipients as well as the full criteria and application process for the 2019 awards please visit https://www.hirevets.gov/.
Yes, it’s that time again, to reflect on all the accomplishments of the year and those things that despite the best of intentions, were still left undone. Through several happy meetings and scary ghost stories of AAPs past, coworkers have told you to be of good cheer. So, let’s take a look at your list to see if you will be caroling at the holiday dinner party or cleaning coal from your desk.
What do you do when faced with applicant data challenges? Beth Ronnenburg, President of Berkshire, will present real-life scenarios related to managing unusual or challenging applicant situations to participants in an interactive presentation Inspired by the popular television series, “What Would You Do?” At the North Texas ILG meeting on Thursday, November 15, 2018, Beth will explore the different ways of managing situations such as evergreen requisitions, working with temporary staffing agencies, or using data management techniques.
Beth Ronnenburg, President of Berkshire Associates, will share with attendees best practice for defining an Internet Applicant, minimize recordkeeping, and the importance of dispositioning candidates with minimal legal risk.
The U.S. Equal Employment Opportunity Commission (EEOC) and Strataforce, a staffing firm, recently resolved claims that the company violated the Americans with Disabilities Act (ADA) during its hiring process. The EEOC’s lawsuit alleged that the company made illegal health inquiries of applicants, prior to making an offer of employment or placement, by requiring applicants to complete an application questionnaire that asked detailed medical questions, as well as disability-related questions.
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.