What is ofccp compliance

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Performance Performance. There is currently a proposal at the Office of Management and Budget that, if approved, will require that contractors file an annual report to OFCCP certifying that the contractor prepares and maintains all required affirmative action plans.

We expect that OFCCP may seek to finalize this proposal quickly, which means contractors may be required to certify compliance as early as Dealing with regulations from the OFCCP can be intimidating, but there are several resources available to make fulfilling your contractual obligations more manageable and less stressful. Here are some helpful resources:. Meeting OFCCP standards for data collection and analysis, as well as preparing for and passing your audit, are challenging prospects.

But with the right team and expertise behind you, your organization can be prepared for any audits that come your way.

Berkshire is a human resources and technology firm specializing in affirmative action, pay equity, and applicant tracking. Creating and Implementing an Affirmative Action Plan Contractors of a certain size and contract level are obligated to create and maintain annual written AAPs. Keeping and Analyzing Data Covered federal contractors have detailed recordkeeping obligations and must perform annual analyses of their personnel activity, including applicant, hiring, promotions, terminations and compensation systems.

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The second investigatory procedure is the "off-site review of records". This review includes an analysis and evaluation of all or some portion of the contractor's AAPs and supporting documentation, as well as other documents related to the contractor's personnel policies and employment actions that may be relevant to a determination of whether the contractor complied with EEO laws.

Third is the compliance check , which evaluates only whether the contractor has complied with the EEO laws pertaining to record retention. For a compliance check, the contractor has the option of providing the documents either on-site or off-site. Note, however, that refusing to allow OFCCP access to your establishment for the on-site review of requested records or failing to submit the listed records to OFCCP for the compliance check, may result in enforcement proceedings or rescheduling for a full compliance review.

Lastly, OFCCP can perform a focused review , which is an on-site review that focuses on a component of the contractor's organization, an aspect of the contractor's employment practices, or one of the three EEO laws. For example, in a Section focused review, the compliance officer would review policies and practices of the contractor related solely to Section compliance.

For any focused review, OFCCP will identify the subject of the focused review and inform the contractor before the start of the review. Note that while focused reviews are not currently the most common, OFCCP has made a concerted effort to use focused reviews more frequently since In a CMCE, OFCCP essentially follows the same structure as a regular compliance evaluation, but focuses on whether individuals at your company are encountering artificial barriers to advancement into middle and senior-level corporate management.

Moreover, the selection criteria at these levels are closely related to corporate culture and values. As such, to ensure a thorough analysis of EEO compliance, CMCEs look at not only personnel activity data at the corporate headquarters, but also its affirmative action policies and procedures that ensure EEO leading to advancement throughout the organization and to its most senior levels. FAAP agreements allow companies to craft their policies including an AAP in a way that fits their particular business model.

Some contractors may find it appropriate to develop AAPs based solely on functional or business units, while others may elect to use a combination of both functional units and establishment-based AAPs. In the absence of an approved FAAP agreement, the regulations require contractors to develop, implement, and maintain separate AAPs for each physical location or establishment with 50 or more employees. Dep't of Labor, Office of Fed. The content of this article is intended to provide a general guide to the subject matter.

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