GI Jobs is an online program designed to help people find jobs once they leave the military. Since America's Job Bank ceased to exist two years ago, many online job programs have emerged to assist both employers and jobseekers in their respective employment efforts. GI Jobs has emerged as an excellent resource for employers to not only reach out to prospective recruits but to assist with Federal contract compliance.
See the links below to the G.I. Jobs website and their Top 100 Military Employers list.
http://www.gijobs.com/default.aspx
http://www.gijobs.com/2010-top100-military-friendly-employers.aspx
Wednesday, November 25, 2009
Link to text of current CSAL
The OFCCP has posted on their website that the Corporate Scheduling Announcement Letter (CSAL) is going out. Federal contractors should advise their corporate office to be on the lookout for a letter from the Department of Labor that is addressed to the CEO.
Enclosed is a link to the text of the letter:
http://www.dol.gov/ofccp/regs/compliance/csal_letter.htm
Enclosed is a link to the text of the letter:
http://www.dol.gov/ofccp/regs/compliance/csal_letter.htm
Tuesday, November 24, 2009
EEO Posting Revision
By Desiree Throckmorton
Effective November 21, 2009 employers are required to implement a revised “Equal Employment Opportunity is the Law” poster. The poster was updated to include information regarding the Genetic Information Nondiscrimination Act of 2008 and includes other updates from the Department of Labor.
The section below was added to the Americans with Disabilities Act of 1990,
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
The link below has information on how to obtain the updated poster.
http://www1.eeoc.gov/employers/poster.cfm
The poster was revised to add information about the Genetic Information Nondiscrimination Act of 2008, which is effective November 21, 2009. The revised poster also includes updates from the Department of Labor.
Effective November 21, 2009 employers are required to implement a revised “Equal Employment Opportunity is the Law” poster. The poster was updated to include information regarding the Genetic Information Nondiscrimination Act of 2008 and includes other updates from the Department of Labor.
The section below was added to the Americans with Disabilities Act of 1990,
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
The link below has information on how to obtain the updated poster.
http://www1.eeoc.gov/employers/poster.cfm
The poster was revised to add information about the Genetic Information Nondiscrimination Act of 2008, which is effective November 21, 2009. The revised poster also includes updates from the Department of Labor.
Wednesday, November 18, 2009
Corporate Scheduling Letter (CSAL) Back on the Radar
In a surprise “about-face,” the OFCCP has announced that the Corporate Scheduling Announcement Letter (CSAL) will, in fact, be distributed for the upcoming OFCCP fiscal year which ends in September, 2010. There was much discussion in the industry that the CSAL was being removed from the agenda for 2009, largely due to a statement from the national office of the OFCCP itself in October of this year that it would not be issuing the letter.
However, on Wednesday, November 18th, the chairs of the respective ILG groups around the country received an e-mail from the Chair of the NILG Constituency Information Committee, stating that the head of the OFCCP, Patricia Shiu, has confirmed that the CSAL will continue through this fiscal year.
Now that the CSAL is already more than a month overdue, there is no indication as to when exactly a new list will be released other than to say “soon”. It will be very interesting to see if the previous release of the letter will continue to serve as the audit list for 2009 or if a new list will be generated. While knowing who will be audited in the coming fiscal year would be of great benefit to contractors, BCG is very curious to see if the new desk-audit list will be significantly expanded with a large number of sites being identified for audit. If the ARRA initiative is any indication of the direction of the new OFCCP administration, contractors will be in for a very busy new year.
Stay tuned,
BCG
However, on Wednesday, November 18th, the chairs of the respective ILG groups around the country received an e-mail from the Chair of the NILG Constituency Information Committee, stating that the head of the OFCCP, Patricia Shiu, has confirmed that the CSAL will continue through this fiscal year.
Now that the CSAL is already more than a month overdue, there is no indication as to when exactly a new list will be released other than to say “soon”. It will be very interesting to see if the previous release of the letter will continue to serve as the audit list for 2009 or if a new list will be generated. While knowing who will be audited in the coming fiscal year would be of great benefit to contractors, BCG is very curious to see if the new desk-audit list will be significantly expanded with a large number of sites being identified for audit. If the ARRA initiative is any indication of the direction of the new OFCCP administration, contractors will be in for a very busy new year.
Stay tuned,
BCG
Monday, November 9, 2009
Minnesota Affirmative Action Compliance Council Meeting
By Christine Anthony
On November 2, 2009, Sandra Zeigler, Regional Director of the Mid-West Region of the Office of Federal Contract Compliance Program (OFCCP) addressed the Minnesota Affirmative Action Compliance Council (AACC), a recognized Industry Liaison Group (ILG). Ziegler was recently briefed by the National OFCCP office and she shared with the group the direction that the Regional Directors were asked to take their teams. Organizationally, OFCCP has seen some changes. Of course, there are new appointments within the Agency; Patricia A. Shiu has been named the Director of OFCCP. Ms. Shiu will now be reporting directly to the Secretary of Labor as the Employment Standards Administration has been dissolved. This will result in more direct White House oversight and, as mentioned above, more ambitious goals for the Agency. The Agency has also been tasked to increase their outreach to both contractors and the community organizations supporting contractors. OFCCP has also heard the contractors’ concerns over the outdated Federal Contractor Compliance Manual (FCCM) and has put updating this document on their to-do list. However, this task had not been initiated at the time of Zeigler’s address to the AACC.
Not all changes under the new Administration have been put on a to-do list. We know that OFCCP is increasing their employee count with the hope of raising it back to the level it was in 2001. The regions are currently busy training new Compliance Officers by using live cases which is resulting in more open reviews at the local offices. Ziegler predicts that this will result in more on-site visits by OFCCP as more contractors are being reviewed. Additionally, the national office has raised the bar for the regions and expects them to again recover record-breaking awards for those who may have been victims of employment discrimination. OFCCP is expected to continue to address systemic discrimination; however, non-systemic issues will be investigated as well. The Agency will no longer focus on impacted groups of 10 or more employees or applicants, they will pursue an impact of one or more. While OFCCP plans to continue Active Case Management under the Obama Administration to help guide the increase in audit activity, there has not been a formal announcement as to the fate of the Corporate Scheduling Announcement Letter (CSAL). There has been strong speculation across the industry that the CSAL program will not continue, and Zeigler did confirm that audits are currently being scheduled off the spring scheduling notices regions received from the National office and that they have not received a new scheduling list as of her address to the AACC. Also, expect to continue to see audits pertaining to the American Recovery and Reinvestment Act (ARRA) for the next two years. OFCCP has received additional funding to hire Compliance Officers specifically for ARRA investigations. Due to the large increase in compliance reviews, Zeigler suggests that we may see in increase in the number of contractors nominated for the EVE and G-FIVE awards as more on-site visits are sure to highlight the strengths of compliant contractors.
Biddle Consulting Group will continue to update this blog as the initiatives of the new Administration unfold.
On November 2, 2009, Sandra Zeigler, Regional Director of the Mid-West Region of the Office of Federal Contract Compliance Program (OFCCP) addressed the Minnesota Affirmative Action Compliance Council (AACC), a recognized Industry Liaison Group (ILG). Ziegler was recently briefed by the National OFCCP office and she shared with the group the direction that the Regional Directors were asked to take their teams. Organizationally, OFCCP has seen some changes. Of course, there are new appointments within the Agency; Patricia A. Shiu has been named the Director of OFCCP. Ms. Shiu will now be reporting directly to the Secretary of Labor as the Employment Standards Administration has been dissolved. This will result in more direct White House oversight and, as mentioned above, more ambitious goals for the Agency. The Agency has also been tasked to increase their outreach to both contractors and the community organizations supporting contractors. OFCCP has also heard the contractors’ concerns over the outdated Federal Contractor Compliance Manual (FCCM) and has put updating this document on their to-do list. However, this task had not been initiated at the time of Zeigler’s address to the AACC.
Not all changes under the new Administration have been put on a to-do list. We know that OFCCP is increasing their employee count with the hope of raising it back to the level it was in 2001. The regions are currently busy training new Compliance Officers by using live cases which is resulting in more open reviews at the local offices. Ziegler predicts that this will result in more on-site visits by OFCCP as more contractors are being reviewed. Additionally, the national office has raised the bar for the regions and expects them to again recover record-breaking awards for those who may have been victims of employment discrimination. OFCCP is expected to continue to address systemic discrimination; however, non-systemic issues will be investigated as well. The Agency will no longer focus on impacted groups of 10 or more employees or applicants, they will pursue an impact of one or more. While OFCCP plans to continue Active Case Management under the Obama Administration to help guide the increase in audit activity, there has not been a formal announcement as to the fate of the Corporate Scheduling Announcement Letter (CSAL). There has been strong speculation across the industry that the CSAL program will not continue, and Zeigler did confirm that audits are currently being scheduled off the spring scheduling notices regions received from the National office and that they have not received a new scheduling list as of her address to the AACC. Also, expect to continue to see audits pertaining to the American Recovery and Reinvestment Act (ARRA) for the next two years. OFCCP has received additional funding to hire Compliance Officers specifically for ARRA investigations. Due to the large increase in compliance reviews, Zeigler suggests that we may see in increase in the number of contractors nominated for the EVE and G-FIVE awards as more on-site visits are sure to highlight the strengths of compliant contractors.
Biddle Consulting Group will continue to update this blog as the initiatives of the new Administration unfold.
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