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  Compensation Compliance
by Chris Lindholm - Oct, 2015
Looking at the Gap Between Expectations and Reality For many years, compensation compliance has been discussed ad nauseam in Industry Liaison Group (ILG) meetings, webinars, and in articles by the hundreds that included topics on OFCCP expectations/enforcement, data collection and suggested analyses. In related fashion, EEO/AA professionals have attended the National Industry Liaison Group (NILG) conference...
 
  Who Needs to Use E-Verify?
by Mary G. White - Oct, 2015
E-Verify is mandatory for some employers, including federal contractors and subcontractors working on certain types of contracts, as well as employers in states where E-Verify may be required by state law. However, many employers who are not required to use E-Verify choose to do so voluntarily. Mandatory E-Verify Usage Requirements for Federal Contractors The E-Verify Federal Contractor Rule applies to federal contrac...
 
  The OFCCP Digest Volume 5, Issue 9
by Local JobNetwork™ - Sep, 2015
NLRB Joint Employer Test Expanded – Affects Staffing Models At Many Companies by Brian Bulger, Esq. and Emily Miller, Esq. With the rise of...
 
  NLRB Joint Employer Test Expanded – Affects Staffing Models At Many Companies
by Brian Bulger, Esq. - Sep, 2015
With the rise of contingent workforces over the last two decades, many employers have enjoyed the flexibility afforded by staffing companies which provide employees as needed, coupled with a reduction in HR compliance requirements afforded by those companies. A side benefit was the diminution of labor organizing, as NLRB policies effectively insulated franchisors, contractors and companies with staffed employees from po...
 
  NLRB Joint Employer Test Expanded – Affects Staffing Models At Many Companies
by Emily Miller, Esq. - Sep, 2015
With the rise of contingent workforces over the last two decades, many employers have enjoyed the flexibility afforded by staffing companies which provide employees as needed, coupled with a reduction in HR compliance requirements afforded by those companies. A side benefit was the diminution of labor organizing, as NLRB policies effectively insulated franchisors, contractors and companies with staffed employees from po...
 
  Is Disparate Impact Available In Sex-Based Pay Discrimination? (Part 2)
by Soul Cherradi - Sep, 2015
The Federal Courts of Appeal In a previously published article, I answered negatively the question of whether disparate impact theory of liability is available as a matter of law for a plaintiff or an enforcement agency to make a case of sex-based discrimination in compensation under the Equal Pay Act of 1963 (EPA) and/or under Title VII of the Civil Rights Act of 1964. I reached this conclusion after review...
 
  Tips for Meeting the Numerical Targets of Section 503 and VEVRAA
by Kathleen Lee - Sep, 2015
March 24, 2014 is an important milestone for federal contractors. This is the date when new regulations pertaining to the employment of persons with disabilities (Section 503 of the Rehabilitation Act) and veterans (VEVRAA – the Vietnam Era Veterans’ Readjustment Assistance Act) went into effect. Among major compliance obligations outlined in these regulations are two overlapping ones that we address in this article: numerical...
 
  Tips for Meeting the Numerical Targets of Section 503 and VEVRAA
by Judy Young - Sep, 2015
March 24, 2014 is an important milestone for federal contractors. This is the date when new regulations pertaining to the employment of persons with disabilities (Section 503 of the Rehabilitation Act) and veterans (VEVRAA – the Vietnam Era Veterans’ Readjustment Assistance Act) went into effect. Among major compliance obligations outlined in these regulations are two overlapping ones that we address in this article: numerical...
 
  What Does It Really Mean to be an Affirmative Action Employer?
by Terri Swain - Sep, 2015
It never fails in our office. The frantic phone call because a Department of Labor Office of Federal Contract Compliance Programs (OFCCP) audit letter shows up on a desk, two weeks after sitting on the President’s desk, with the yellow sticky note “please handle.” Before fear and panic set in, here are some pointers for keeping ahead of the scary audit letter. Explore if your organization IS covered by the Affirma...
 
  Contractors: Remember to Review and Validate Your Pre-Employment Testing Practices!
by Ahmed Younies - Sep, 2015
By now you may have heard that Target recently agreed to pay $2.8 million to settle a Commissioner’s charge of discrimination by the EEOC originating from its Minneapolis Area Office and arising out of Target's pre-employment testing practices. According to the EEOC, three of Target’s tests excluded a disproportionate number of otherwise qualified candidates based on race and sex and were not sufficiently job-related or co...
 
  DOL Highlights
by Local JobNetwork™ - Aug, 2015
Department of Labor Highlights The Local JobNetwork™ offers timely updates on OFCCP compliance related topics --> OFCCP and EEOC Join Forces to Collect Compensation Data January 29, 2016 EEOC is proposing revisions to its EEO-1 report to require employers - with 100 or more employees (not only contractors) - to submit summary data on wages paid to...
 
  The OFCCP Digest Volume 5, Issue 8
by Local JobNetwork™ - Aug, 2015
--> Successfully Integrating Individuals with Disabilities into the Workforce by Sheryl Letwat Imagine, you’re 12 years old and neve...
 
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