Tag Archives: Affirmative Action Plans

IWD Self-ID – Raise the Rate!

The OFCCP-established benchmark for employing individuals with disabilities (IWDs) – 7% – seems insurmountable to many. Time and again, though, employers tell us that they believe the representation of IWDs in their workforce is higher than what the numbers show. Proving your organization’s performance against this goal in your AAP is challenging if employees don’t […]

EEOC Releases Guidance on Workplace Harassment Prevention

The U.S. Equal Employment Opportunity Commission recently issued Promising Practices for Preventing Harassment, a guidance document that contains harassment prevention recommendations for employers in four broad categories: Leadership and accountability; Harassment policies; Harassment complaint systems; and Harassment training. For each category, the guidance lists numerous actions employers can take. Recommended actions include, for example: Allocating sufficient […]

NILG Conference Reflects Shifting Priorities for OFCCP and Contractors

By Shannon Craig and Alex Ubbink ‘It is a new day at the OFCCP’ was the message that permeated the National Industry Liaison Group (NILG) Conference in San Antonio earlier this month. With Acting Director Thomas Dowd opening and closing the conference as well as having all six OFCCP Regional Directors in attendance at the […]

OFCCP Releases New Disability Self-Identification Form

Federal Contractors to Transition to New Form Immediately The Office of Management and Budget (OMB) has renewed the Voluntary Self-Identification of Disability form, which  was set to expire on January  31, 2017. While no changes have been made to the form, its use has been extended for three years. Effective immediately,  affirmative action employers must either  download the renewed form(s)  or update […]

2016 NILG Conference: 10 Affirmative Action Takeaways You Should Know

Earlier this month, HR Works, Inc. and other industry experts attended the National Industry Liaison Group’s 34th annual conference in Charlotte, North Carolina. Federal contractors and representatives from the OFCCP and EEOC came together to share news, discuss the regulations, and share best practices. Here are our top ten takeaway concepts: LGBT rights remain on the forefront […]

Individual Veteran Categories No Longer Required on Post-Offer Self-ID Form

The Office of Federal Contract Compliance Programs (OFCCP) hasissued new guidance regarding the post-offer invitation toself-identify protected veteran status. In its FAQs, the OFCCP now explains that“since the new VETS-4212 report no longer requires contractors toprovide this information by the individual protected veterancategories, contractors are not required to inviteself-identification by category in order to comply […]

EEO-1 Filing Deadline Extended

The EEO-1 Joint Reporting Committee has extended the 2015 filingdeadline to October 30, 2015. In general, employers with 100 ormore employees and federal contractors/subcontractors with 50 ormore employees will need to file a report for each of their U.S.establishments. Filing has been delayed in part due to a newpassword reset procedure. If the email address […]

Affirmative action compliance essential in stimulus era

When I typed in the words “job creation” on Google’s news engine recently more than 12,000 hits appeared. No surprise. As we move toward mid-term elections the phrase has become all the rage _ especially in context of stimulus packages such as the American Recovery and Reinvestment Act of 2009 (ARRA). According to the government’s […]

New law gives women better chance at equal pay

In 1979, Lilly Ledbetter accepted a supervisor job at Goodyear Tire and Rubber. Of the four supervisors at the plant, Ledbetter was the only female. In 1998, she received an anonymous note listing the four supervisors’ salaries. Hers was $3,727 per month. Her male counterparts were being paid between $4,286 and $5,236. Ledbetter filed a […]