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What are the Requirements of OFCCP Job Posting?

As an HR, posting a job requirement is a part of your job. As and when the requirement arises, a job description is prepared and posted where necessary. If there are multiple vacancies, job multi-posting becomes necessary. And if the vacancy needs to be filled immediately, you may need to take help from job posting services. Simple, isn’t it? But did you know that there are certain rules and regulations for posting a job if you have business contracts with the federal government? Have you heard of OFCCP

What is OFCCP? 

OFCCP or the Office of Federal Contract Compliance Programs is a part of the U.S. Department of Labor. It has a national network of 6 Regional Offices, each with District and Area Offices in major US metropolitan cities. It is responsible for ensuring that the employers who do business with the U.S. Federal Government comply with the non-discrimination laws and regulations. It is based on the principle that every American must get equal opportunity to employment prospects generated by Federal dollars.

The OFCCP conducts compliance evaluations to determine whether the employer or the Federal contractor is fulfilling the obligation to maintain non-discriminatory employment practices. It also investigates complaints filed against the contractor that suggest discrimination. If the complaint alleges that the Federal contractor has discriminated against an individual, the OFCCP refers the complaint to the EEOC or the Equal Employment Opportunity Commission for processing.

What are the requirements of the OFCCP job posting? 

OFCCP concentrates on Equal Employment Opportunities (EEO) under Executive Order 11246. Executive Order 11246 established requirements concerning the hiring and employment on the part of the American government contractors to ensure they follow non-discriminatory practices. Under Executive Order 11246, contractors and subcontractors under $10,000 are exempt unless specified otherwise.

The basic requirements of a federal contractor under EEO include:

  • Do not discriminate. Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals against employment discrimination. OFCCP prohibits discrimination based on religion, race, color, sex, nationality, gender identity, and sexual orientation.
  • Post OFCCP’s Equal Employment Opportunities posters in a conspicuous place where employees can easily find them.
  • Make sure to include Equal Employment Opportunities’ tagline in employment advertisements or job postings. Federal contractors require to include that all qualified applicants will receive equal consideration for employment without regard to religion, race, color, sex, nationality, gender identity, and sexual orientation.
  • Keep record. As a federal contractor, you are expected to keep a record of:
    • Job description
    • Job advertisements and job postings
    • Resumes and applications
    • Test and test results
    • Interview notes
    • Record of job offer
    • Record of employment policies and procedures
    • Personnel files
  • Give OFCCP access to records and books during compliance evaluation or a complaint investigation.
  • Do not fail to file an annual Equal Employment Opportunities or EEO-1 report.

The OFCCP job posting is a serious task that requires you to follow the regulations put forth by the U.S. Department of Labor. It does not accept the practice of job distribution and believes in equal opportunity for all. The OFCCP suggests EEO practice to attract qualified candidates for the job- the right person for the right job!

Redwood Technology Solutions specialize in a wide range of recruitment process outsourcing services. These include manual job posting, OFCCP Compliance Job Posting for Federal Compliance, Recruitment Media Buying and general Business Process Outsourcing. Our team has over 12 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 for your companies needs.

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