|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link OFCCP Issues New Directives on Hiring Vets and Disabled Applicants.Constangy, Brooks & Smith, LLP - July 30, 2008 The Office of Federal Contract Compliance Programs issued two new directives last week that are focused on promoting the hiring of veterans and protecting the rights of applicants with disabilities who apply for jobs online. Report Link OFCP’s Active Enforcement Of Affirmative Action Regulations Continues.Elarbee, Thompson, Sapp & Wilson, LLP. - December 24, 2007 More Firm clients received notifications of compliance reviews in 2007 than at any time during the Bush administration. While the focus of compliance reviews has shifted since the “Clinton OFCCP” revamped key components of affirmative action plans, OFCCP has continued to collect record amounts of back pay awards from government contractors. Thus, contractors should note several trends and developments in order to ensure compliance with Executive Order 11246. Report Link OFCCP Sends Yet Another Round of Corporate Scheduling Announcement Letters.Jackson Lewis LLP - April 04, 2007 The OFCCP has mailed a new batch of Corporate Scheduling Announcement Letters; is an audit around the corner for your company?
Report Link Voluntary Guidelines for Self-Evaluation of Compensation Practices (pdf).Ford & Harrison LLP - October 18, 2006 Contractors covered by Executive Order 11246 are required to adopt some form of compensation self-evaluation. When the Offi ce of Federal Contract Compliance (OFCCP) issued standards interpreting Executive Order 11246 with respect to systemic compensation discrimination, it also issued voluntary Self Evaluation Guidelines, which contractors can use to gauge their compliance with the OFCCP’s requirements. Report Link OFCCP Issues Formal Standards Regarding Systemic Compensation Discrimination (pdf).Ford & Harrison LLP - October 18, 2006 The federal Offi ce of Contract Compliance (OFCCP) recently issued formal standards
interpreting Executive Order 11246 with respect to systemic compensation
discrimination. These guidelines formalize the proposed guidelines the OFCCP
issued in November 2004. The OFCCP has also issued voluntary Self Evaluation
Guidelines, which contractors can use to gauge their compliance with
OFCCP’s requirements. Report Link OFCCP Rescinds Equal Opportunity (EO) Survey.Jackson Lewis LLP - September 27, 2006 After years of controversy over its effectiveness as a selection tool for targeting federal contractors for audit, the Office of Federal Contract Compliance Programs has rescinded its Equal Opportunity Survey. Resembling a "supercharged" EEO-1 Report, the EO Survey required the submission of extensive personnel data, including applicant flow, new hire, promotion, termination, workforce incumbency, compensation and tenure data, broken down by race, ethnicity, and gender. Report Link OFCCP Issues Final Standards for Systemic Compensation Discrimination.Elarbee, Thompson, Sapp & Wilson, LLP. - July 21, 2006 The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) recently issued final interpretive standards for systemic compensation discrimination. Report Link OFCCP Issues Final Guidance on Standards for Investigating Systemic Compensation Discrimination and Conducting Self Audits of Contractor Compensation Systems.Littler Mendelson, P.C. - June 20, 2006 On November 16, 2004, OFCCP published two notices pertaining to systemic compensation discrimination. The first notice set forth the proposed standards that OFCCP would be using to investigate alleged systemic compensation discrimination during compliance reviews. The second notice set forth proposed self-evaluation standards that companies could use if they wished to conduct an investigation into their own compensation practices but then have OFCCP defer to that self-evaluation in an audit. Report Link OFCCP Releases Controversial Systemic Compensation Discrimination and Self-Evaluation Guidelines.Jackson Lewis LLP - June 19, 2006 The Office of Federal Contractor Compliance Programs has released its much-debated final guidelines for evaluating systemic compensation discrimination, as well as guidelines for federal contractors to self-audit their compensation systems. Report Link Open Letter Challenges OFCCP On Ability Tests (pdf).Ogletree Deakins - May 10, 2006 In an open letter to Charles James, the Director of the Office of Federal Contract Compliance Programs (OFCCP), Ogletree Deakins recently asked the OFCCP to reevaluate its position on two key requirements that are used to challenge employers’ use of cognitive ability tests, the type of test which employers most commonly utilize to screen applicants. The letter suggests that the OFCCP’s position is contrary to current professional standards and that employers should be able to justify the use of cognitive ability tests much more easily than commonly assumed. Report Link Federal Contractors Beware of New and Revised OFCCP Regulations (pdf).Ford & Harrison LLP - March 07, 2006 The Office of Federal Contract
Compliance Programs
(OFCCP) recovered a record
$45.2 million in financial remedies
for alleged discrimination in
2005. Report Link Federal Contractor Compliance Update (pdf).Ogletree Deakins - February 21, 2006 The Department of Labor's Office
of Federal Contract Compliance Programs
(OFCCP) has been busy of late.
Below is a summary of recent activity. Report Link OFCCP Sends Wave of Scheduling Letters in Early October.Jackson Lewis LLP - October 10, 2005 In discussions with the National Office of the Office of Federal Contract Compliance Programs, Jackson Lewis has learned the Agency is set to send a large wave of corporate scheduling announcement letters and traditional compliance review scheduling letters to companies within the next few days. Report Link OFCCP Prepares to Send Out Another Wave of 10,000 Mandatory Equal Opportunity Surveys.Jackson Lewis LLP - December 20, 2004 In a move that surprised many, the U.S. DOL's Office of Federal Contract Compliance Programs has announced that it will send another wave of 10,000 mandatory Equal Opportunity Surveys by the end of December, 2004 to randomly selected federal contractors who have not been previously selected. Report Link OFCCP Proposes Standards for Proving Pay Discrimination and Conducting Compensation Self-Audits.Jackson Lewis LLP - November 29, 2004 The OFCCP has proposed new standards for analyzing and finding systemic discrimination in federal contractors' compensation systems. In addition, the OFCCP has proposed separate guidelines for contractors to conduct self-audits of their compensation systems. Report Link OFCCP Sends Letters Nationwide to Contractors Targeted for Compliance Audits through July 2005.Jackson Lewis LLP - November 10, 2004 On Monday, November 1, 2004, the OFCCP sent more than 1,700 "Corporate Scheduling Announcement Letters" to companies across the United States. These companies were notified because the OFCCP has slated two or more of their facilities for audit sometime before the end of July, 2005. Report Link OFCCP Begins Using New Method of Selecting Contractors for Audits.Jackson Lewis LLP - September 03, 2004 The Office of Federal Contract Compliance Programs has begun targeting contractors for audit based on a new selection method that looks at a contractor's past compliance history. Report Link OFCCP Extends Deadline for Equal Opportunity Survey.Jackson Lewis LLP - March 06, 2003 Nearly one week after the original submission deadline, the Department of Labor's Office of Federal Contract Compliance Programs announced March 5, 2003, that all contractor establishments would be given a two-week extension of time for submission of the mandatory Equal Opportunity Survey. Report Link OFCCP Sends Next Big Wave of Mandatory Equal Opportunity Surveys.Jackson Lewis LLP - December 05, 2002 Despite strong opposition from the contractor community, the OFCCP announced yesterday that it would mail mandatory Equal Opportunity Surveys to 10,000 federal contractor establishments during the week of December 2, 2002. Report Link OFCCP Directive On Functional Affirmative Action Plans Approved On March 21st.Jackson Lewis LLP - March 27, 2002 On March 21, 2002, Charles James, the OFCCP Director, issued the procedural directive for processing what the OFCCP refers to as Functional Affirmative Action Program (FAAP) requests. Report Link OFCCP Advisor.Department of Labor - (No Date) This Advisor helps Federal contractors and subcontractors answer basic questions about coverage and compliance issues related to the Equal Employment Opportunity laws administered by the Office of Federal Contract Compliance Programs (OFCCP).
|
ArticlesFound: 21 ArticlesNO SUBTOPICSEmployment Law Seminars
Managing Business Exposures Successfully: Are You "All In" For The Continual Wave Of Workplace Risks?
Irving
2008-9-4 Jackson Lewis LLPTOP TEN WAYS TO VIOLATE WAGE-HOUR LAWSSacramento
September 9, 2008 Shaw Valenza LLPUnlocking The Mystery Of Employee Privacy RightsLos Angeles
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsCosta Mesa
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSacramento
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSan Francisco
2008-9-9 Jackson Lewis LLPEmployee vs. ContractorColumbia
September 9, 2008 Nexsen PruetEmployee Free Choice Act: Labor’s Attack on Your Employees’ Right to ChooseOnline
September 9, 2008 McGuire WoodsThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActStamford
2008-9-10 Jackson Lewis LLPHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSan Francisco
September 11, 2008 Shaw Valenza LLP |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds