Complying with OFCCP’s New Regulations -...
Transcript of Complying with OFCCP’s New Regulations -...
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Complying with OFCCP’s New RegulationsWhat to do by March 24th, 2014
Presented by
February 19, 2014
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Welcome!
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Key ResourcesOur checklist: http://hudsonmann.com/ofccp-new-regulations-compliance-checklist/
OFCCP’s webinars: http://www.dol.gov/ofccp/regs/compliance/final_rules_webinars.htm
OFCCP’s FAQs: http://www.dol.gov/ofccp/regs/compliance/faqs/offaqs.htm
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March 24, 2014
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Session Agenda
3/24 ???Overview
of New Regulations
What to do by March 24th
NextSteps
YourQuestions
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Overview of New VEVRAA and Section 503 RegulationsPart 1
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VEVRAAProtects veterans
Contracts of $100,000 or more
50 employees + $100,000 contract = written AAP requirement
CFR 60-300
SECTION 503Protects individuals with disabilities
Contracts of $10,000 or more
50 employees + $50K in contracts = written AAP requirement
CFR 60-741
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Quantitative Analysesfor veterans & individuals with disabilities
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Utilization Goalfor individuals with disabilities
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Hiring Benchmarkfor protected veterans
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New Self-ID Formsat pre-offer & post-offer stages
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New Section 503 & VEVRAA Regulations5 Subparts Each:
A) Preliminary Matters, Equal Opportunity ClauseB) Discrimination ProhibitedC) Affirmative Action ProgramD) General Enforcement and Complaint ProceduresE) Ancillary MattersAppendices
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Phased-in ExamplesAffirmative Action Plan Year 1/1-12/31
No changes to written AAP until 1/1/2015
Affirmative Action Plan Year 4/1-3/31Changes to AAP starting 4/1/2014
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New Section 503 & VEVRAA Regulations5 Subparts Each:
A) Preliminary Matters, Equal Opportunity ClauseB) Discrimination ProhibitedC) Affirmative Action ProgramD) General Enforcement and Complaint ProceduresE) Ancillary MattersAppendices
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Due on March 24, 2014Part 2
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Due on March 24Post jobs & supply additional information to ESDS
Update EEO policy statement & postings
Notify labor organizations of your EEO policy
Update EOE tagline on job advertisements
Update EO clauses in purchase orders & subcontracts
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ESDS Job PostingsPost all open positions with appropriate ESDS
Three exceptions:Executive and senior managementPositions filled internallyPositions lasting three days or less
Must post in a manner & format permitted by the ESDS
3rd parties OK as long as they are posting in a manner & format permitted by the ESDS
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www.jobbankinfo.org
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ESDS Job PostingsEnsure the following elements are added to your templates for each state:
Notification of status as a Federal contractor - “VEVRAA Federal Contractor”
Desire for priority referrals of protected veterans
Name and location of each hiring location within the state
Contact information for the official “responsible for hiring at each location”
Contact information for external job search organization(s), if used
Only required with first posting in each state or when the information changes
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Update Your EEO Policy Statementto indicate support of top U.S. executive
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EEO is the Law Posterhttp://www1.eeoc.gov/employers/poster.cfm
Must be “accessible and understandable”
“Conspicuously store” with electronic application
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EEO is the LawApplicants to and employees of this company are protected under Federal law from discrimination on several bases. Follow the link above to find out more.
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Labor Organization NotificationApplies if you have employees covered by a collective bargaining agreement
Notify organizations of your EEO/affirmative action policy and request their cooperation
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Job Ad TaglinesEEO tagline required on all job ads
Tagline must at least spell out “disabled” and “vet”
Examples:EOE M/F/Disabled/VetThis company is an equal opportunity employer and makes employment decisions without regard to race, gender, disability or protected veteran status.
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Equal Opportunity (EO) ClauseMust be in the terms & conditions of all subcontracts and purchase orders
VEVRAA = $100,000Section 503 = $10,000
Mandatory language for incorporation by reference
Must be in bold text
You may combine the statements for all three sets of OFCCP regulations
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Equal Opportunity (EO) ClauseThis contractor and subcontractor shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.
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Due on March 24 - RecapPost jobs & supply additional information to ESDS
Update EEO policy statement & postings
Notify labor organizations of your EEO policy
Update EOE tagline on job advertisements
Update EO clauses in purchase orders & subcontracts
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Don’t discriminate!Subpart B prohibits discrimination
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ABILITYfocus on
not assumptions about disabilities
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Subpart B – Reasonable AccommodationsEnsure reasonable accommodations are made for disabled veterans and individuals with disabilities
Appendix A of Section 503 regulations give guidelines on this obligation
OFCCP recommends implementing written reasonable accommodation proceduresSuggested guidelines in Appendix B
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Subpart CRequirements don’t apply until your next AAP cycle
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Changes from Subpart D
Extended Temporal Scope
of Audits
On-site or Off-site Review of
Documentation
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Subpart ERecordkeeping: 2 years for employment records
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Next StepsPart 3
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Major Subpart C Additions
Self-Identification
DataCollection
ReportingRequirements
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Self-IdentificationPRE-OFFER
Race
Gender
Protected Veteran – Yes or No
Disability Status – OFCCP’s form
POST-OFFER
Race
Gender
Specific Veteran Category
Disability Status – OFCCP’s form
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Disability Self-IdentificationCan be an electronically fillable form
Electronic forms must:Display the OMB number and expiration date; Contain the text of the form without alterationUse a sans-serif font, such as Calibri or Arial; andUse at least 11-point font size (with the exception of the footnote and burden statement, which must be at least 10-point in size).
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Self-IdentificationResurvey your current workforce with new forms
Update HRIS and payroll systems with new information
Self-ID forms must be kept in a separate “data analysis file” Can be HRIS if certain requirements are metDisability self-ID forms SHOULD NOT be kept in employees’ confidential medical files
Resurvey workforce every 5 years
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Data collectionAnnual data analyses:
# openings# jobs filled# applicants# applicants who self-identified as veterans and/or IWD’s# applicants hired# protected veterans and IWD’s hired
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New Reporting RequirementsData collection reports – veterans and IWD’s
Utilization Analysis for Individuals with Disabilities
Veterans hiring benchmark analysis
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Transitional AAPInclude as many compliant aspects as possible
Discuss plans for coming into compliance with outstanding items
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What it’s all about:Non-discrimination
Reasonable accommodation
Good faith outreach efforts
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View our checklist!http://hudsonmann.com/ofccp-new-regulations-compliance-checklist/
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Your questions!Part 4
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Thank You!Allen Hudson, PHR – Director of Corporate Communicationsahudson@hudsonmann.comwww.HudsonMann.com843-884-5557