Working with the federal government can be a lucrative and exciting opportunity for many employers, but if you hope to cultivate a healthy business relationship, it is imperative that you familiarize yourself with the Office of Federal Contractor Compliance Programs (OFCCP) and their compliance requirements. These requirements exist to ensure that federally contracted companies do not engage in discriminatory hiring practices, and many of these policies also encourage companies to hire workers from underrepresented minority groups. If you own your own business and are thinking about working with government agencies, here is some important information from the OFCCP Resource Guide.
What Is a Federal Contractor?
In order to attain the status of federal contractor, a private entity must first meet specific thresholds. If you are interested in being awarded a contract, you must undergo a pre-award compliance review of your company’s current hiring practices. If your business complies with EEO directives, it will be placed on the National Pre-Award Registry, which enables employers and government contractors to search for OFCCP-approved subcontractors. Construction contracts have a unique set of requirements that drastically differ from other types of contractors. For this reason, it is important that you consult the OFCCP Resource Guide before attempting to adhere to any rules.
Fulfilling Basic OFCCP Requirements
As a private employer, it is necessary to follow the rules and regulations found in the OFCCP Resource Guide as closely as possible. The goal of these regulations is to ensure that all potential workers are equally evaluated during the hiring process and given access to the same advancement opportunities once they begin working. An important component of this process is known as Affirmative Action. This requires you to implement certain hiring practices in regards to specific demographics, in particular, minority groups, disabled individuals, and military veterans. As a federally contracted employer, you must receive reviews from the OFCCP and file an EEO-1 report on a yearly basis.
OFCCP Laws and Regulations
There are many rules regarding affirmative action and equal employment opportunity practices for federal contractors. Some of these rules include the following: – Offering employees equal access to employment and career advancement opportunities in a non-biased and non-discriminatory fashion – Establishing affirmative action measures and maintaining the proper records – Providing disabled individuals with access to online employment applications – Full adherence to the Vietnam Era Veterans Readjustment Assistance Act of 1974 – Allowing OFCCP officials to enter your worksite during compliance reviews – Annually filing an EEO-1 report
Reporting and Recordkeeping Requirements
Each year, federal contractors will be required to file an EEO-1 report. This will give the OFCCP in-depth information and statistics regarding the demographic composition of your workforce. In order to complete this report, you will need to compile information regarding job advertisements and descriptions, applications, test results, records of job offers, and your current employment policies and procedures. Employers should also take the time to memorize and understand all of the OFCCP recordkeeping requirements. Any information that you submit will be made available in the event of a compliance audit.
Affirmative Action and Disabled Individuals
All federal contractors must create and implement an affirmative action plan. These plans will ensure that you and your employees have a clear and cohesive method for interviewing, employing, and supporting underrepresented and minority groups in the workplace. You must also educate yourself about your federal responsibility to disabled applicants and workers. Most government websites can provide you with sample plans and more extensive information regarding compliance requirements.
Compliance Resources and Assistance
In order to comply with federal guidelines, the OFCCP is required to perform periodic audits and reviews of federal contractors. These audits will determine whether or not a business entity is properly adhering to affirmative action and equal employment opportunity rules and procedures. This can be a daunting prospect for many employers, but the OFCCP can provide assistance if you are having difficulty preparing for your review. You will also receive a scheduling letter if you have been selected for a compliance review. If you need further assistance, the OFCCP provides a compliance manual to assist employers with any issues they have. The OFCCP will use a procedure known as ACE, or Active Case Enforcement, to improve the quality of these audits for service and supply contractors. There is also specialized help available for small business owners who need to comply with the OFCCP Resource Guide.
Seek out More Information
The OFCCP Resource Guide can help business owners effectively prepare for audits and reviews. It can also provide you with more comprehensive information regarding OFCCP requirements and expectations. If you need more information about the OFCCP or its guidelines, please consider using the resources here on Mighty Recruiter.