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BIG Data and Recruitment: Managing Contractor Requirements

BIG Data in Recruitment

It should come as no surprise that Office of Federal Contract Compliance Programs’ (OFCCP) Section 503 and VEVRAA requirements greatly impact your recruitment compliance processes. The changes made to the regulations implementing Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). Section 503 and VEVRAA prohibits federal contractors and subcontractors from discriminating in employment against Individuals with Disabilities (IWDs) and Protected Veterans (PV). These employers are required to take affirmative action to recruit, hire, promote, and retain these individuals.

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Recruitment Tip: Job Postings, Think Outside of the Box!

Recruitment

If you have recently started to have trouble filling your open jobs with well-qualified candidates, or you're not attracting a diverse pool of applicants, it may be time to start posting your openings in other places. You have most likely considered posting your jobs on your company website or major job search sites such as Monster and CareerBuilder, but you may need to start thinking outside of the box. Here are some places that will expand your job posting horizon:

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Is There Discrimination in Your Recruitment?

Diversity in recruitment

“Her skin is too dark,” “I disagree with their religion,” “He was not born in the United States of America.” If any of these statements were used to justify denying an applicant during the recruitment process, that particular organization would be labeled racist and a lawsuit would most likely follow. If asked, most, if not all, hiring managers would say they take every step to encourage diversity and nullify discrimination. With a recent case catching multiple organizations exemplifying discriminatory practices, it is time to ask, is there racism in your recruitment?

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Top Talent Requirements are Met When You Hire a Vet!

vet

One of the goals of any great organization is to recruit the best talent. With proven skills and dedication to complete a task, recruiters may be missing out on top talent if Veteran recruitment is overlooked. In addition to keeping your organization compliant with Office of Federal Contract Compliance Programs (OFCCP) regulations, hiring Veterans invites unique and valuable experience into the workplace. Below are some great qualities which enable former military personnel to be an asset to your organization.  

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Religious Discrimination in the Workplace: When Does An Employer Have to Accommodate?

Religion in Workplace

By: Michael J. Neary, Attorney at Lerch, Early & Brewer

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Berkshire's Interpretation of OFCCP Directive on Gender Discrimination

OFCCP Audit

By Lynn Clements, Director of Regulatory Affairs

On August 19, 2014, Patricia Shiu, Director of Office of Federal Contract Compliance Programs (OFCCP), issued guidance to field staff clarifying that discrimination based on gender identityand transgender status is sex discrimination under Executive Order 11246. Executive Order prohibits federal contractors and subcontractors from discriminating on the basis of sex, race, color, national origin, and religion in employment. 

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

Understanding OFCCP’s New FAQs on the Employer-Employee Relationship

OFCCP Audit

What factors should you use to determine whether a worker is an employee or an independent contractor for inclusion in your AAP? Last week OFCCP posted a new set of Frequently Asked Questions (FAQs) to assist federal contractors with determining who is an employee, and who is an independent contractor or other non-employee for purposes of developing affirmative action programs. The FAQ provides a set of factors, called the Darden factors, which are based on a 1992 U.S. Supreme Court decision called Nationwide Mutual Insurance Co. v. Darden, 503 U.S. 318 (1992). See also Federal Contract Compliance Manual (FCCM), Key Words and Phrases, p. 298 (defining “employee”):

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

How Effective Employer Branding Can Attract Your Right-fit Candidates

employer branding

Today’s employment culture is vastly different from just a few years ago, yet many employers are still using the “corporate speak” approach developed for that former mindset in recruitment. As the economy continues to improve, candidates have more job choices. This is why it’s each organization’s responsibility to keep up with the issues that concern their potential employees the most. The market for talent is becoming very competitive, and getting ahead means management must hunt for the best ways to attract top talent. Job candidates are not just looking for a pay check—they want work with meaning in their lives, a comfortable workplace, and job satisfaction.

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

OFCCP Proposes Annual Equal Pay Report for Contractors

Equal Pay Report

By Lynn Clements, Director of Regulatory Affairs

Office of Federal Contract Compliance Programs (OFCCP) has made good on its promise to propose an annual pay data collection tool for federal contractors and subcontractors.

On August 6, the agency announced a Notice of Proposed Rulemaking (NPRM) that would amend Executive Order 11246 to require the filing of an annual “Equal Pay Report” by companies, including construction companies, that file EEO-1 reports, have more than 100 employees, and hold federal contracts or subcontracts worth $50,000 or more for at least 30 days. Public comments will be received until November 6, 2014, after which time the agency will issue a final rule. Report filing is not anticipated to begin before 2016.



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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

How to REACH Affirmative Action Compliance with Your Recruiters

REACH

At SHRM’s Talent Management Conference this year, I had the opportunity to speak to over 100 individuals about the latest OFCCP regulatory changes for Protected Veterans and Individuals with Disabilities during my “It’s a LOVE Connection— Why OFCCP Thinks Recruitment and Compliance Make the Perfect Pair” presentation. Conference goers and I discussed how to remain compliant given the new requirements...and what adjustments need to be made to follow the latest directives.

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While Berkshire Associates is an experienced consulting firm, we are not a law firm, and therefore information contained on this blog should not be construed as legal advice.

© Berkshire Associates Inc. 2014 - All Rights Reserved

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About Berkshire Associates

Berkshire Associates is a human resources consulting and technology firm that specializes in helping companies build their ideal, balanced workforce. As an industry leader, we specialize in applicant management, compensation management, affirmative action, workforce planning, diversity, and professional training. Since 1983 we have serviced this nation’s most recognizable companies; and as a result we have mastered solutions that work for our clients. Through our expertise, we will deliver results that successfully and continually work towards building a balanced and equitable workplace.

www.berkshireassociates.com

800.882.8904