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.
This week, just in time for back to school, OFCCP released three new initiatives with a student related focus. The first is a set of FAQs for those organizations that have multi-building establishments that are campus-like in nature such as universities, hospitals, and larger companies. The FAQs say that these types of organizations may have a single AAP or multiple AAPs depending on a variety of factors. Contractors should consider the following when determining if their campus should have one or more AAPs.
It is almost time for the decennial census. While this survey of the American population is no longer used specifically in Affirmative Action Plans, some area of controversy surrounding the Census may make their way into the requirements for federal contractors—or at least for employers as the workforce continues to become more diverse. While this post discusses possible changes, it’s important to note nothing is final as of this writing, as at least six lawsuits are currently challenging the 2020 census form.
On July 17, 2018, the U.S. Department of Labor Women’s Bureau announced that grants ranging from $250,000 to $500,000 would be awarded to as many as six recipients under the WANTO grant program. Women in Apprenticeship and Nontraditional Occupations (“WANTO”) is a technical assistance grant program available to eligible Community-Based Organizations (CBOs) who apply as a single applicant or as part of a consortium of CBOs. The purpose of the program is to encourage employers and labor unions to employ women in industries where women have traditionally been underrepresented, or concentrated in lower-paying jobs, such as manufacturing or IT, by:
As previously reported, the Census Bureau was considering adding a new race category of Middle Eastern or North African to the 2020 census form. Currently, individuals with ethnic origins in Europe, the Middle East, and North Africa are classified as White in the census data. Recently, the Bureau announced that after collecting public input on adding a new race, it has decided to keep the existing two-question format and will report on the Office of Management and Budget’s existing five race categories (American Indian or Alaskan Native, Asian, Black or African American, Native Hawaiian or Other Pacific Islander, White), on the 2020 form. Respondents will have the ability to designate more than one race group.
On July 26, 2017, the U.S. Equal Employment Opportunity Commission (EEOC) announced a $10.5 million settlement with Bass Pro Outdoor World, LLC for an alleged hiring discrimination and retaliation lawsuit filed by the agency almost six years ago, on September 21, 2011.
In May 2017, Office of Federal Contract Compliance Programs (OFCCP) entered into a conciliation agreement with Guntersville, AL protective clothing supplier Kappler, Inc., to settle allegations of steering within its hiring process. The agreement alleges that between December 2012 and December 2014, Kappler, Inc. failed to consider female applicants for Cutter and Floor Worker positions, while placing only female applicants in Sewer positions.
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.”