In this uber competitive labor market, it is more crucial than ever to be creative with compensation and benefits. Compensation programs and retention strategies have expanded beyond base compensation and bonus to include all methods in which employees are rewarded and incentivized. As a Federal Government Contractor, it is especially important to understand the FAR requirements which may impact compensation decisions and to document all processes and procedures related to your compensation program.
Throughout this series, we’ve explored the fundamentals of compliance with the regulations administered by the Office of Federal Contractor Compliance Programs (OFCCP) and many of the components of a written Affirmative Action Plan. In this final blog of the series, we will answer a question frequently asked of us…What do you do with all this information?
We hope that the previous blogs have provided a solid explanation as to what an Affirmative Program is and who the Office of Federal Contract Compliance Programs (OFCCP) is. The requirement to maintain a written plan/s and ensure all action items noted within the plan are being executed can be a daunting task. As we begin to steer away from the basics of what the various requirements and components of a written plan are, we will begin to dive into helpful tips and best practices. As shown in the diagram from a previous blog in this series, the establishment of Job Groups and Activity records are critical to establishing a valid Affirmative Action Plan and are therefore worth focusing on.
This video is the first of a two-part series where we provide an overview of the position of the Department of Labor (DoL) on independent contractor classifications. This series presents a mock audit to give you a first-hand perspective of the types of questions that DoL investigators ask with regard to the all too common issue of whether or not your workers are properly classified under the law. We will provide “red flags” that are often key to the final determination of DoL, and how to address them.
In the previous blog of this series, we focused on the requirements of federal government contractors (prime and subcontractors) who meet the basic threshold requirements (specific dollar thresholds and fewer than 50 employees). As we progress in this series on OFCCP and Affirmative Action Requirements, we begin to dive into OFCCP’s expectations of a contractor’s Affirmative Action Program (AAP). As a reminder, contractors are required to have an AAP when meeting the dollar thresholds mentioned above and have an employee count of 50 or more.
The last blog in this series focused on who (what) OFCCP is, what they require of contractors of various sizes and why compliance is important. Now we want to provide a bit more clarity as to what these requirements are and later in the series, how those requirements impact your processes and policies.
As mentioned in a previous blog, OFCCP’s Contractor Portal, we are kicking off a blog series related to OFCCP and Affirmative Action requirements for contractors of all sizes. We begin this series by laying the groundwork of who (or what) OFCCP is and what affirmative action is. This series will focus on supply and service contractors; however, construction contractors may also find it helpful. Regardless of the type of contractor, our HR Team is available to assist with all of your OFCCP
compliance and Affirmative Action Program (AAP) needs.
What is it?
The Office of Federal Contract Compliance Programs (OFCCP) Affirmative Action Program Verification Interface (AAP-VI), or “Contractor Portal” is a new platform to be used by covered government contractors (prime and subcontractors) to:
- Annually certify that they are complying with the requirement to develop and maintain annual Affirmative Action Plans (AAP).
- Upload Affirmative Action Plans and other requested materials during an OFCCP compliance evaluation.
The Federal Contractor vaccine mandate has been halted nationwide by Federal Judge Stan Baker of the United States District Court for the Southern District of Georgia. A preliminary injunction was issued today, December 7, 2021, ordering the federal government to temporarily stop enforcement of the COVID vaccine mandate for federal contractors.
Topics: Human Resources