Articles 1 to 10 of 57
Job Seeker
Cover Letters (153)Job Hunting (1838)
Job Interviews (627)
Outplacement (95)
Relocation (73)
Resume Writing (750)
Salary and Compensation (105)
Employee
Career Issues (2036)Insurance (3)
Legal Issues (30)
Networking (642)
Personal Development (1727)
Working Women and Family (61)
Employer
Affirmative Action (42)Human Resources (307)
Legal Issues (62)
Managing (518)
OFCCP (126)
Organization (296)
Recruiting (2)
Training and Testing (107)
Diversity
African-Americans (5)Asian-Americans (1)
Gay & Lesbian (2)
General Diversity Issues (62)
Hispanics (7)
Mature Workers (48)
Multicultural Issues (19)
Native Americans (2)
People with Disabilities (8)
Veterans (9)
Women (63)
Professions
Accounting/Finance/Banking (4)Advertising/Marketing (7)
Aerospace/Aviation (1)
Arts/Entertainment (3)
Biotechnology/Scientific (1)
Charities/Social Services (6)
Customer Support (5)
Education (3)
Engineering (1)
Government (1)
Healthcare (7)
Hotels/Restaurant (2)
Human Resources/Recruiting (146)
Information Technology (10)
Legal (6)
Management/Executive (163)
Mining/Gas/Petroleum
Retail
Sales (31)
Transportation (1)
Other
College Students (250)Disabilities (6)
Self-Employment (47)
Teenage Employment (27)
Resource Request
Let us know |
 FAQs on Government Compliance - Veteran and Disability Hiring Under the New OFCCPby Bill Osterndorf, Jacquelyn Peterson and Ashley Fitzgerald - Apr, 2013 With the flurry of recent changes within the Office of Federal Contract Compliance Programs (OFCCP), there is confusion on what companies need to do for compliance regarding the hiring of veterans and persons with disabilities. Hear answers to your most frequently asked questions about this topic from experts: Bill Osterndorf, President and founder of HR Analytical Services Ashley Fitzgerald, OFCCP Specialist at LocalJobN... |
|
 |
FAQs on Government Compliance - Affirmative Action Plans Simplified by Jeremy Mancheski, Jacquelyn Peterson and Jamie Gobel - Feb, 2013 The first step to passing a compliance review from the Office of Federal Contract Compliance Programs (OFCCP) requires an evaluation of an Affirmative Action Plan (AAP) to ensure it is being implemented correctly. Hear answers to your most frequently asked questions about this topic from experts: Jamie Gobel, OFCCP Specialist with LocalJobNetwork.com Jeremy Mancheski, Principal with OutSolve Jacquelyn Peterson, Assist... |
|
 |
FAQs on Government Compliance - What to Do When the OFCCP Comes Knocking (episode two) by Carmen Couden and Jacquelyn Peterson - Jan, 2013 Expert guest Carmen Couden, Senior Counsel with Foley & Lardner LLP, who is a member of the firm's Labor & Employment Practice team representing management, answers your most frequently asked questions about "What to Do When the OFCCP Comes Knocking" at your company's door to conduct a compliance review. FAQs on Government Compliance is where you'll hear frequently asked questions about Equal Employment Opportunity, Affirma... |
|
 |
Nobody's Perfect - Women's Role in Gender Segregation (Pt. 1) by Matthew Bidwell, Tim Muma and Lynn Molitor - Oct, 2012 While differences between men and women in job offers, pay and overall employment considerations has long been a hot issue, the concern and research often focuses on the employers. However, recent research also indicates a certain limitation that women either put on themselves or perceive when looking into a career or applying for a job. Ph.D. Matthew Bidwell, professor at the University of Pennsylvania's Wharton School of Bus... |
|
The OFCCP Digest Volume 2, Issue 6 by Local JobNetwork™ - Jun, 2012 Volume 2, Issue 6 The OFCCP Digest is a complimentary resource for those who do business with the Federal government. Industry leaders from throughout the country share their expertise on a range of topics including affirmative action, equal employment opportunity, and government compliance. ... |
||
 |
What does it really mean to be an Affirmative Action Employer? by Terri Swain - May, 2012 It never fails in our office. The frantic phone call because a Department of Labor Office of Federal Contract Compliance Programs (OFCCP) audit letter shows up on a desk, two weeks after sitting on the President's desk, with the yellow sticky note "please handle." Before fear and panic set in, here are some pointers for keeping ahead of the scary audit letter. Explore if your organization IS covered by the Affirmative... |
|
|
Revised Memorandum of Understanding Warns Employers About Coordinated Enforcement Efforts of the OFCCP and EEOC by Carmen Couden - Apr, 2012 Revised Memorandum of Understanding Warns Employers About Coordinated Enforcement Efforts of the OFCCP and EEOC Much has been written recently about the OFCCP's increased focus on enforcement and its efforts to expand the scope of the obligations with which contractors will be required to comply going forward. However, recent updates to the OFCCP's memorandum of understanding ("MOU") with the Equal Employment Opportuni... |
|
|
Using Applicant Reports to Help Your Company During an OFCCP Review (Part 2) by Bill Osterndorf - Apr, 2012 Using Applicant Reports to Help Your Company During an OFCCP Review Part 2 of 2 In part 1 of this series, we noted that it's a different world out there for companies going through OFCCP reviews. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) continues to closely examine the hiring of federal contractors and subcontractors to determine whether there is any... |
|
|
The Storm Arrives by Bill Osterndorf - Apr, 2012 The Storm Arrives At HR Analytical Services, we have been predicting major changes in the way that the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) would approach affirmative action compliance reviews. We are now seeing evidence of those changes. Among the recent requests that have been made of companies during OFCCP reviews are the following: • Multiple companies have been asked ... |
|
|
The OFCCP Digest Volume 2, Issue 3 by Local JobNetwork™ - Mar, 2012 Volume 2, Issue 3 The OFCCP Digest is a complimentary resource for those who do business with the Federal government. Industry leaders from throughout the country share their expertise on a range of topics including affirmative action, equal employment opportunity, and government compliance. Employing Peo... |
||
 |
Employing People with Disabilities: It's Easier than You Think! by JAN - Mar, 2012 Employing People with Disabilities: It's Easier than You Think! On December 9th, 2011, the Office of Federal Contract Compliance Programs (OFCCP) issued proposed changes to existing regulations for Section 503 of the Rehabilitation Act of 1973. If the proposed regulations become final, they will create new obligations for federal contractors to employ people with disabilities. On the surface, employing peo... |
|
|
Using Applicant Reports to Help Your Company During an OFCCP Review by Bill Osterndorf - Mar, 2012 Using Applicant Reports to Help Your Company During an OFCCP Review Part 1 of 2 It's a different world out there for companies going through OFCCP reviews. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) is in a much changed mode from its approach of several years ago. OFCCP is now heavily focused on issues concerning veterans and persons with disabilities... |
|
 |
OFCCP Proposes Utilization Goal for Disabled Individuals by Stephanie Thomas, Ph.D. - Feb, 2012 Do you have a handle on the number of disabled employees in your workforce? Under a new rule, you may have to set a utilization goal for individuals with disabilities. The OFCCP has proposed some revisions to Section 503 of the Rehabilitation Act, and some experts are calling these proposed revisions "game changers." One of the proposed changes would establish a goal of 7% workforce utilization for individuals with disa... |
|
 |
Proposed Revised Scheduling Letter: Job Title and Race/Ethnicity Data by Sandra Zeigler, Esq. - Feb, 2012 If OFCCP's proposed revised scheduling letter is approved anytime in 2012, it will ask you to submit your 2011 AAP data. If your AAP year tracks the calendar year, this is the data you are reviewing now. From the time you receive a scheduling letter, you have 30 days to submit your written affirmative action program along with the documents specified in the enclosed itemized listing. OFCCP has proposed few changes to the... |
|
| If you know of an article that should be listed here, please let us know. | ||
| 1 2 3 4 5 [Next >>] | ||