The Internet application regulation of the Office of Federal Contract Compliance Programs (OFCCP) influences the recruiting process for firms that work with the federal government.
The OFCCP’s objective is to safeguard American workers by ensuring nondiscrimination and encouraging voluntary compliance by federal contractors and subcontractors, to promote diversity via equal employment opportunity, and to enforce the law with a focus on systematic and high-impact cases.
If you’re a federal contractor or subcontractor, OFCCP requires that all your job postings and outreach meet their standards. Redwood Technology Solutions provides quick, effective, and economic OFCCP compliance job posting services.
What does OFCCP govern?
The Office of Federal Contract Compliance Programs (OFCCP) is responsible for enforcing Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.
The goal of these laws put together is to eliminate job discrimination based on race, color, sex, sexual orientation, religion, national origin, gender identity, handicap, or protected veteran status. Contractors and subcontractors are also forbidden from discriminating against applicants or employees who have inquired about, discussed, or revealed their own or others’ salaries, subject to specific limitations.
OFCCP compliance requirements when posting jobs
OFCCP specifies which job application records federal contractors and subcontractors must keep, how to improve online candidate pools, and how to get needed demographic information from online job seekers.
Recruiters should remember to include the following fundamental affirmative action and equal employment opportunity provisions in their job postings:
· Equal employment opportunities must be provided, as well as affirmative action to employ and advance people in a nondiscriminatory way.
· Create an affirmative action strategy and keep the necessary records.
· Ensure that your workplace and online application features are accessible to disabled individuals.
· Ensure complete compliance with the Vietnam Era Veterans Readjustment Assistance Act of 1974.
· Facilitate the OFCCP to visit your workplace during compliance audits.
· Fill out an EEO-1 report every year.
When they create job advertisements, employers and employment agencies should be mindful of these requirements, including the phrasing and content around job descriptions, criteria, positions, and credentials. You should also be familiar with the official OFCCP website to see whether your organization qualifies for any exemptions.
Why is OFCCP compliance important?
Using third-party services such as Craigslist bulk job posting has become the norm for most companies hiring employees. The OFCCP has modified its regulations to account for the use of these private, third-party job listing platforms.
Here’s why ensuring compliance is necessary:
·The use of such services will be considered acceptable only if the third-party service posts in a way and format that the ESDS permits.
·You may be asked to verify that all your job postings are compliant with the regulations specified by OFCCP.
It’s your responsibility as a federal contractor or subcontractor to ensure that all your job postings, including any automated Craigslist posting, comply with the rules of the OFCCP. Figuring out the complete requirements of compliance can be tedious. The best way to ensure that all your job postings are OFCCP compliant is to hire Redwood Technology Solutions, as we specialize in OFCCP compliance.
Redwood Technology Solutions specialize in a wide range of recruitment process outsourcing services. These include manual job postings, OFCCP Compliance Job Posting, for Federal Compliance, High Volume Craigslist Job Posting, Recruitment Media Buying, and general Business Process Outsourcing. Our team has over 16 years of experience in the staffing, talent acquisition, and recruitment industry. Get in touch today – our team is ready to help customize a solution specific to your company’s needs.