DiversityWorking ~ OFCCP

The latest compliance regulations set by the OFCCP demand not only job postings in order to satisfy "good faith efforts" when it comes to minority outreach, but also a development of a strong partnership within these diverse communities.

As a government contract holder, you need to show proof of a targeted recruiting and/or minority community outreach program for compliance purposes. DiversityWorking.com is not limited to just job postings, but also includes products and services focusing on your organizations commitment to all diversity communities including ethnic backgrounds, women, LGBT, and the Veterans Communities.

DiversityWorking.com has developed products and services to help Federal Contractors meet new regulations set forth from the OFCCP. A partnership with DiversityWorking.com will provide a more in depth commitment to all diversity communities whereby job postings alone will not meet the latest compliance regulations.

Please contact Steven Garcia at 949-388-8220 or by email at steven.garcia@diversityworking.com to learn more.

Complete this form if you want more info about how diversityworking can help with you OFCCP requirements

OFCCP News Release: [08/27/2013]

Contact Name: Laura McGinnis or Mike Trupo

Phone Number: (202) 693-4653 or x6588

Email: McGinnis.Laura.K@dol.gov or Trupo.Michael2@dol.gov

Release Number: 13-1578-NAT

US Labor Department announces final rules to improve employment of veterans, people with disabilities

WASHINGTON, D.C. - The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and for people with disabilities. One rule updates requirements under the Vietnam Era Veterans' Readjustment Assistance Act of 1974; the other updates those under Section 503 of the Rehabilitation Act of 1973. For more than 40 years these laws have required federal contractors and subcontractors to affirmatively recruit, hire, train and promote qualified veterans and people with disabilities respectively.

"In a competitive job market, employers need access to the best possible employees," said Secretary of Labor Thomas E. Perez. "These rules make it easier for employers to tap into a large, diverse pool of qualified candidates."

"Strengthening these regulations is an important step toward reducing barriers to real opportunities for veterans and individuals with disabilities," said Patricia A. Shiu, director of the department's Office of Federal Contract Compliance Programs, which enforces both laws.

The VEVRAA rule provides contractors with a quantifiable metric to measure their success in recruiting and employing veterans by requiring contractors to annually adopt a benchmark either based on the national percentage of veterans in the workforce (currently 8 percent), or their own benchmark based on the best available data. The rule strengthens accountability and record-keeping requirements, enabling contractors to assess the effectiveness of their recruitment efforts. It also clarifies job listing and subcontract requirements to facilitate compliance.

The Section 503 rule introduces a hiring goal for federal contractors and subcontractors that 7 percent of each job group in their workforce be qualified individuals with disabilities. The rule also details specific actions contractors must take in the areas of recruitment, training, record keeping and policy dissemination - similar to those that have long been required to promote workplace equality for women and minorities.

The rules will become effective 180 days after their publication in the Federal Register. More information is available at www.dol.gov/ofccp/VEVRAARule/ and www.dol.gov/ofccp/503Rule/.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. These three laws require those who do business with the federal government, both contractors and subcontractors, to follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP's toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.


Career Channels


Hot Jobs

Browse Hot Jobs

Featured Employers

Autodesk, Incorporated
Bed Bath & Beyond
buybuy BABY
Cabela's Incorporated
Christmas Tree Shops
City of Hope
Community Health Center, Inc.
Compass Group
Dormer Pramet
Estes Express Lines
FCA Group
FedEx Custom Critical
FedEx Truckload Brokerage
Genesis Energy, L.P.
Hobby Lobby Stores, Inc.
Housing Works
Ifbyphone, Inc.
Information Services Group
Integra LifeSciences
InterContinental Hotels Group
Lennox International Inc.
NeighborWorks America
Nestle Purina
Northrop Grumman
Office Depot
Olympus Corporation of the Americas
Packaging Corporation of America
Parkview Health
Phillips 66
Pilot Flying J
Planned Parenthood Federation of America
Sandvik Coromant
Seco Tools
Shimadzu Scientific Instruments, Inc.
Silicon Valley Bank
The Fresh Market
The Hanover Insurance Group
The Nature Conservancy
The Scotts Miracle-Gro Company
The University of New Mexico
Tribune Publishing
Union of Concerned Scientists
Winn Dixie


Job Target One Click

Diversityworking Ads

Post Your Resume Now

This website has been awarded the "preferred website" status
in the Who's Who Guide

Trade Pub