The OFCCP’s New Compliance Developments: What You Need to Do to Get Your Organization Prepared
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Since 2009, the OFCCP’s staff has increased by 35% and it has hired and trained almost 200 new compliance officers. It has negotiated more than $25 million in back wages and interest and required ...
Since 2009, the OFCCP’s staff has increased by 35% and it has hired and trained almost 200 new compliance officers. It has negotiated more than $25 million in back wages and interest and required more than 4,200 potential job offers to be made to workers alleged to have been victims of discrimination. This presentation from America’s Job Exchange and Fulbright & Jaworski LLP elaborates on key enforcement efforts and initiatives by the OFCCP, and practical tips to help organizations prepare. Some some of the topics discussed in the presentation include:
OFCCP’s proposed scheduling letter. The OFCCP has proposed a new scheduling letter which will require substantially more data to be submitted to OFCCP for desk audit. New mandatory items for submission would include: leave and accommodations policies; more specific demographic information for applicants, hires, promotions and terminations; data by job group and job title; more precise, employee-level compensation data; and details regarding compensation practices. Learn the steps your organization must take now to get ready.
New approach to compensation audits. The OFCCP has changed course with regards to compensation audits. Moreover, the OFCCP has indicated that it is seeking to create a compensation data collection tool to improve its ability to conduct “establishment-specific, contractor-wide, and industry-wide analyses.” Learn how the OFCCP is analyzing your data during compensation audits and the specific statistical analysis you need to run to put your organization in the best position during an audit.
Proposed Revisions to Regulations for Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act of 1973. The OFCCP has proposed revisions to the regulations governing VEVRAA and Section 503 which require even more of federal contractors. With regard to VEVRAA, the proposed rule requires several changes to requirements regarding outreach and recruitment for veterans. Learn what those new requirements are.
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