Category » Affirmative Action FAQ's

There were 19 articles found in this category:

1. Do banks that do not sell savings bonds have to prepare an Affirmative Action Plan?
   Here's the OFCCP's position, as set forth in an FAQ on its website: Is a financial institution that is covered by the Federal Deposit Insurance Corporation (FDIC) or the National Credit Union Association (NCUA) with deposit insurance subject to the Affirmative Actions Program (AAP) requirements ...
2. Federal Contractor's Online Application Selection System— Date July 10, 2008
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3. Preserving Employment and Personnel Records in Electronic Format — Dated May 14, 2008
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4. What are the differences between the VETS 100 and VETS 100A reports?
   What are the differences between the VETS-100 Report and the VETS-100A Report? The most obvious difference is the categories of veterans included on each report. The VETS-100 Report reflects the categories of veterans covered under the affirmative action provisions of VEVRAA prior to the JVA ...
5. What is a Layoff
   A: A temporary termination of employees, or the elimination of jobs, during periods of economic downturn or organizational restructuring.
6. Should Veteran and Disability status be requested in the application stage?
   Information regarding veteran and disability status should not be requested from applicants, but should be requested only after an offer of employment has been made.
7. How do we post the policy statements so that they are visible to employees and applicants since the majority of our applicants apply online?
   A: If you are using an online application system you need to ensure that you arereferring applicants to your website where the policy statements are available for review. In addition you need to ensure that the policy statements are posted in visible locations throughout your facility where a ...
8. How do I notify my vendors/suppliers that we are a Federal Contractor/Sub-Contractor and that they may need to comply with Executive Order 11246?
   A: You can reference the following statement to notify your vendors/suppliers of their Executive Order 11246 obligations: (Company name) is a federal contractor which complies fully with Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietn ...
9. Can you use a two standard deviation test to determine if a job group is underutilized?
   We have had many inquiries as to the use of the two standard deviation test to determine if a job group is at or exceeds the “reasonably acceptable” availability. Over the years the OFCCP has allowed contractors to select one of several tests to determine if a job group is underutil ...
10. How long should I keep my personnel records for OFCCP?
    (a) General requirements. Any personnel or employment record made or kept by the contractor shall be preserved by the contractor for a period of not less than two years from the date of the making of the record or the personnel action involved, whichever occurs later. However, if the contractor ...
11. Who must prepare an Affirmative Action Plan
    Under Executive Order 11246 and the resulting federal regulations, companies with a federal contract of or in excess of $50,000.00 and 50 or more employees are expected to develop a written affirmative action plan within 120 days from the commencement of a government contract. Moreover, contra ...
12. Is it okay to have "unknown" race and gender in applicant data?
    It is okay to have individuals recorded in your applicant data with "unknown" race and gender. According to the OFCCP, if after making reasonable efforts to identify applicant gender, race and ethnicity information, contractors unable to obtain such information, must record race or gender as "u ...
13. Can U.S. Citizenship be a requirement in a job posting?
    The Department of Justice has posted on its website some basic Do’s and Don’ts regarding jobseekers, a couple of specific Don’ts are: · Prohibit any posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unl ...
14. What are the descriptions of the eeo job categories?
    Description of EEO categories The major job categories are listed below, including a brief description of the skills and training required for occupations in that category and examples of the job titles that fit each category. The examples shown below are illustrative and not intended to be exh ...
15. What is the rehabilitation Act of 1973?
    A federal statute requiring federal agencies to ensure that electronic and information technology systems are accessible to individuals with disabilities when their jobs require the use of electronic or information technology systems.
16. What is a Desk audit?
    A: A review of a contractor's documents and materials to determine compliance with affirmative action practices and equal employment obligations as they relate to workforce structure, personnel policies and procedures, good-faith efforts and areas of potential discrimination. The Standard Compli ...
17. What is a Job group?
    A: A division within the contractor's workforce for the purposes of analyzing the workforce for underutilization. Job grouping is done to group job titles together based on similarity of job content, pay rates and opportunities for advancement.
18. What is a Placement Rate Goal?
    A: An annual target for the placement of underutilized groups of protected class members in job groups where underutilization exists.
19. Should seasonal employees be included in an Affirmative Action Plan?
    EO 11246 does not exclude seasonal employees. Therefore, we recommend that your client include seasonal employees for all affirmative action purposes, including collecting applicant data, race/sex information upon hire, and all employment data purposes (terminations, promotions, etc.). Furthe ...