Ofccp Compliance Software

Isabella Curiel

Ofccp Compliance Software – As mentioned in a previous OFCCP Contractor Portal blog , we are launching a series of blogs related to OFCCP and affirmative action requirements for contractors of all sizes. We begin by covering the basics of who (or what) OFCCP is and what affirmative action is. This series will focus on supply and service contractors; however, it may also be useful for construction contractors. Regardless of contractor type, our Human Resources team can assist with all your OFCCP and Affirmative Action Program (AAP) compliance needs. Who (or what) is OFCCP? The stated mission of the Office of Federal Contract Compliance Programs (OFCCP), which is part of the Department of Labor, is to protect workers, promote diversity, and enforce laws. OFCCP is responsible for ensuring that federal government contractors comply with equal employment opportunity laws, specifically Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Veterans Readjustment Assistance Act of 1974. The following table summarizes’ r the laws that govern and enforce OFCCP and the limitations of these laws that apply to federal contractors. The relevant FAR provisions are also included for reference. Note that requirements vary depending on the type of contract (supply and services or construction). This series will focus on supply and service contractors; however, our HR consultancy team can also assist with construction contractor requirements. OFCCP’s Equal Employment Opportunity Law and Jurisdiction Executive Order 11246, as Amended, takes affirmative action to prohibit employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, and national origin. Supply and Services Contractor Basic Requirements: Any number of employees on contracts of $10,000 or more Detailed Requirements (Plan AA): 50 or more employees on contracts of $50,000 or more Construction Contractors Basic Requirements and 16 Specifications: Contract Amounts FAR Provisions that applicable for any number of employees over $10,000: · 52.222-21 Prohibited Segregation Facilities · 52.222-22 Previous Contracts and Compliance Reports (February 1999) · 52.222-24 Equal Opportunity Position Compliance Previous Rulings · Evalu. -25 Affirmative Action Compliance (April 1984) · 52.222-26 Equal Opportunity · 52.222-29 Notice of Visa Denial (April 2015) · 52.222-40 Workers covered by Section 503 of the National Rehabilitation Act Notice 199. Labor Rights Enforcing affirmative action and prohibiting employment discrimination on the basis of disability. Basic Requirements Supply and Services Contractors: Any number of employees on contracts over $15,000 Detailed Requirements (Plan AA): 50 or more employees on contracts of $50,000 or more Basic Requirements Construction Contractors: Any number of employees on contracts over $15,000 or more Applicable for contracts with amounts over $15,000 (not applicable to federally assisted construction contractors) Advanced Requirements (Plan AA): 50 or more employees with contract amounts of $50,000 or more (not applicable to federally assisted construction contractors) FAR Provisions : · 52.222-36 Affirmative Action for Disabled Vietnam Era Workers The Veterans Adjustment Amendments Act of 1974 (VEVRAA) provides affirmative action to prohibit employment discrimination based on protected veteran status. Supply and Services Contractors Basic Requirements: Any number of employees on contracts of $150,000 or more Detailed Requirements (Plan AA): 50 or more employees on contracts of $150,000 or more Construction Contractors Basic Requirements: Any number of employees on contracts of $150,000 or more or more (does not apply to federally assisted construction contractors) Advanced Requirements (Program AA): 50 or more employees with contracts of $150,000 or more (does not apply to federally assisted construction contractors) of construction contractors) Applicable FAR provisions: · 52.222-35 Equal Opportunity for Veterans · 52.222-37 Veteran Employment Reporting · 52.222-38 Compliance with Veteran Employment Reporting Requirements (February 2016) What is Affirmative Action? Like other employers, government contractors are responsible for compliance with equal employment opportunity laws. This, of course, means ensuring that applicants and employees are treated equally and without discrimination in all aspects of employment (recruitment, promotion, pay, training, etc.). Federal government contractors have additional responsibilities for affirmative action, or encouraging and taking affirmative action to achieve equal employment and nondiscrimination. Merriam-Webster defines affirmative action as “an active effort to improve employment or educational opportunities for members of minority groups and women.” OFCCP defines affirmative action as “a contractor’s obligation to take steps to ensure that applicants are hired and that employees are treated during employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or Protection. Veteran Status.” The goal is to deliberately cast a wide net to ensure equal opportunity for all and ultimately focus on performance. An Affirmative Action Plan or Plan (AAP) is a written document that defines’ n clear the steps a contractor has taken and will take to carry out these equal employment and affirmative action efforts. The AAP requires more than just producing this written document. assess the various analyzes required in the program and provide data that helps identify opportunities for improvement or potential problems.We will delve deeper into these plans and required elements in blogs in this series at the future. Why is affirmative action important? Well, it is the law and failure to comply will certainly have significant repercussions. For example, if you look at OFCCP data, you will see that OFCCP secured more than $211 million in relief for employees and applicants who found themselves subject to discrimination between 2011 and 2021. In addition to financial considerations, failure to comply with these requirements often means that your employees need significant time and resources to respond to OFCCP investigations, poor public relations, and the possibility of failure to renew and exclude contracts. Beyond the legal aspects, compliance also makes good business sense. We certainly recognize that a diverse and inclusive environment can provide greater innovation, a stronger culture and an atmosphere of trust, all of which encourage retention and increase productivity and revenue. What’s next for this series? We hope you have noticed from the table above that most contractors have at least some responsibility for affirmative action, even those with fewer than 50 employees. In the next part of this series, we will outline these basic requirements (for contractors with less than 50 employees) and the advanced requirements (for contractors with more than 50 employees) for service and supply contractors.

Sheri joined Redstone Government Consulting, Inc. in December 2012 as a human resources consultant. She provides HR consulting services to our clients on a variety of issues ranging from specific projects to ongoing outsourcing solutions for HR functions. Sheri has twenty years of experience providing comprehensive assessments for all areas of human resources, including the development and implementation of policies and practices, transition/contracting efforts, and investigations. Sheri’s experience spans extensive compensation planning and complete compensation program analysis, equity assessments (including executive compensation), compensation philosophy development, total compensation strategies, benefits analysis, market salaries and pay equity assessments. She regularly supports clients in analyzing and mapping job categories and preparing and analyzing payroll calculations, and has supported clients in valuation disputes with the DCAA. Sheri has extensive experience navigating a number of compliance challenges related to the Services Contract Act and the Bacon Davis Act. She has been a valuable resource for our clients in all of these areas. She remains current on various Department of Labor requirements as well as those important to government contractors, the Office of Federal Contract Compliance Programs, and other federal and state regulations affecting human resources. . Professional Experience Prior to joining Redstone Government Consulting, Inc., Sheri held various positions in the human resources field. While employed by a mid-level government contractor, she assisted with database development, recruiting, affirmative action planning, and contract proposals. Sheri later became an employment specialist for one of Huntsville’s largest employers, where she assisted and trained managers in interpreting and documenting progressive disciplinary procedures, conducting employee investigations and allegations of discrimination, sexual harassment, wrongful termination and employee disputes, maintaining and held unemployment hearings Conducted residency training for new employees. Sheri develops and delivers management training, manages facility compensation plans, monitors staff budgets, and manually writes job descriptions and revisions.

Ofccp Compliance Software

Redstone GCI is a consulting firm dedicated to serving the needs of government contractors in all areas of compliance. Our unique mission is to help contractors overcome multiple layers of “red tape” so contractors can focus on what they do best – supporting their mission with the US Government. We have an advisory group that includes GovCon industry professionals, CPAs, attorneys, and retired government audit and procurement professionals.

Ofccp Initiatives And New Vevraa Regulations

Our focus and understanding of the audit and compliance functions governed by the DCAA and DCMA will continue to be at the heart of our work. However, over the last decade, we have grown strategically to support other areas of the back end for government contractors at the same level.

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Isabella Curiel

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