January 24, 2017

Compliance stamp

Rules and regulations are constantly changing for federal contractors and subcontractors and that’s not something that’s going to change immediately in 2017. Contractors need to do what they can to ensure that their organization is compliant so they can be successful in the New Year.

Here are some tips for staying compliant in the New Year:

Make sure safety training is accessible on the job

In 2014 the construction industry accounted for 20% of all private industry fatalities according to Bureau of Labor. The trades industries are dangerous and inadequate training comes with real risks. Reduce these with mobile capable Talent Management System that can provide on-the-job access to training and safety documents and videos.

Recruit and hire with diversity in mind

Federal contractors and subcontractors are prohibited from workplace employment discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin according to the DOL. Best practices include:

December 1, 2016

Compliance stamp

Compliance standards require regular monitoring by construction companies, and any manager in the industry is familiar with the levels of compliance laid out by the United States Department of Labor. That compliance includes everything from meeting occupational health and safety standards to protecting the rights of specialized construction employees such as communication tower workers, to scheduling regular inspections.

Compliance presents a unique challenge for recruiters working in the construction industry, namely because the industry-specific measures mentioned above must be paired with another set of national standards.

The Office of Federal Contract Compliance Programs (OFCCP) is the federal office that tracks a company’s Affirmative Action Plan (AAP) — basically ensuring your company is recruiting and hiring a diverse pool of candidates. The AAP is about ending discrimination in the workforce, and ensuring race, gender, and veteran status do not affect the employability of a candidate.

September 9, 2016

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An Applicant Tracking System (ATS) not only finds your organization the best applicant out of a large candidate pool, but also can ensure accurate record keeping and compliance, especially for federal contractors. The Office of Federal Contract Compliance Programs (OFCCP) was put in place to assess the effectiveness of federal contractor’s Affirmative Action Program (AAP). It’s important to have an ATS that’s built with your compliance needs in mind as federal regulations are constantly changing or updating.

April 19, 2016

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As race, gender, disability, and veteran unemployment rates remain high, the OFCCP has made it their priority to end discrimination over minority groups during the recruiting process. Many federal contractors main challenge is remaining compliant as the OFCCP makes policy changes. Recruiting software can keep up with changing compliance regulations and assist with recruiting record keeping to help those HR leaders that wear multiple hats. 94% of HR leaders say their ATS or recruiting software has positively impacted their hiring processes by creating compliance and delivering a specialized skill-set. (Source)

June 12, 2015

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The OFCCP has posted a new Sample Affirmative Action Programs Web page that contractors subject to Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) may find useful. The new page contains sample transition year Section 503 and VEVRAA AAPs that show how a contractor might satisfy the regulatory AAP requirements in its initial year. The sample AAPs are for illustrative and technical assistance purposes only and do not represent the only appropriate or acceptable AAP format. The OFCCP will soon also post sample four-year Section 503 and VEVRAA AAPs that show how a contractor might develop Section 503 and VEVRAA AAPs containing three years of applicant and hiring data.

A sample Executive Order 11246 AAP is also on the new Web page.

The Sample Affirmative Action Programs Web page can be found on the OFCCP web page at

BirdDogHR is committed to keeping the human resources community up to date with OFCCP requirements. This is just one way that we help our federal contractor customers stay on top of recruiting regulatory compliance requirements.

May 6, 2015

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In our last two posts, we examined key actions taken by the OFCCP in 2014 through the lens of President Obama’s ambitious agenda. While some OFCCP actions have reflected Mr. Obama’s priorities, others have actually resulted directly from Executive Orders.  Between the OFCCP’s actions, Mr. Obama’s Executive Orders and statements of his priorities, what can we project for the federal contractor community in 2015 and beyond?

Based on the President’s and the OFCCP’s focus on veterans and individuals with disabilities (particularly regarding utilizations goals and hiring benchmarks and the new, more detailed requirements in the Scheduling Letter’s Itemized Listing) we can expect in 2015 and beyond to see greater focus during compliance evaluations on recruiting and outreach efforts. If you are a federal contractor, this focus will either compel you to step up data collection and retention with respect to outreach, recruiting and hiring of protected veterans and Individuals with Disabilities (IWD’s) or yourself vulnerable during Compliance Evaluations.  You will need to be equally vigilant about documenting the reasons for any hiring decisions with respect to protected veterans and Individuals with Disabilities.

April 29, 2015

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In Part I of this post we examined the close connection between the OFCCP’s focus on pay equity and the hiring of veterans and individuals with disabilities (IWD’s) in 2014 and President Obama’s agenda. We continue here by comparing the President’s agenda and actions regarding LGBT workers and other, more general workers’rights issues with those of the OFCCP during 2014.

I. LGBT Workers:

A. President Obama: The President has made clear his intentions to ensure that anti-discrimination laws include bans on discrimination based on sexual orientation and gender identity. In 2014 he issued an Executive Order amending E.O. 11478, thereby banning discrimination in the military based on sexual orientation and gender identity. The President openly supports the passage of the Employment Nondiscrimination Act (ENDA), which has passed in the Senate but has not yet passed in the House. Apparently frustrated with Congress’ lack of progress, on July 31, 2014, President Obama issued Executive Order 13672, which amends Executive Order 11246 to prohibit sexual orientation and gender identity discrimination.

April 21, 2015

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Every year we like to provide you, our readers in the federal contracting community, with a year-in-review and look ahead to the coming year to ensure that you are aware of trends that could impact your business. Typically, that means reviewing the OFCCP’s stated goals against its actions and then make an educated projection of what is to come. This year we will take our analysis a step further. As a federal government contractor, you must first understand that everything the OFCCP does is within a specific context. That context, at least through 2016, is President Obama’s agenda. In this mini-series we will explore exactly how that works.

A federal government agency is essentially an arm of the President. Not only is the OFCCP no exception, it might even be the leading indicator. Let’s take a look, issue by issue, first at some of the President’s goals and actions, then at the OFCCP’s actions and goals.