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Ensuring Job Posting Compliance

April 20, 2012 | Comments: 0 | Views: 231

If you fall under the category of a federal contractor or contractor and are subjected to be monitored by the Office of Federal Contract Compliance Programs, you'll need a plan of action when it comes to job posting compliance.

The OFCCP monitors companies to ensure they follow by Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212. These are the three main laws the OFCCP protects. They also ensure compliance with Executive Order 13201.

Basically they want to make sure that federal contractors and subcontractors cannot discriminate on the basis of race, color, religion, sex, national origin, disability, and protected veteran status.

When veterans, minorities, women, and the disabled undergo a job search, you'll want your jobs to be marketed towards this talented group. There are many benefits for this. Not only will you work towards fulfilling your job distribution compliance, but you'll also create a talent pipeline that is richly diverse.

Before you can go initiate job posting compliance, you'll want to review the legal requirements mandated by the OFCCP. There are three laws that primarily impact compliance:

1. Executive Order 11246 This landmark legislation requiring Equal Employment Opportunity (EEO) prohibits employers who receive Federal contracts over $10,000 in any given year from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. In addition, the Executive Order also requires Federal contractors to take affirmative action to make certain that applicants are employed and treated fairly, without regard to their race, color, religion, sex, or national origin during their employment.

2. Section 503 of the Rehabilitation Act of 1973 This legislation was signed by President Richard Nixon, and was considered to be one of the driving forces in protecting the equal opportunity employment rights of individuals with disabilities. The legislation prohibited discrimination, and required affirmative action by employers with Federal contracts or subcontracts of $10,000 or more in a given year to hire, retain, and promote qualified individuals with disabilities.

3. Vietnam Era Veterans Readjustment Assistance Act, or VEVRAA Requires Federal contractors to take affirmative action for the recruitment of Vietnam era veterans. The legislation requires Federal contractors to "list immediately with the appropriate local employment service office" all of its employment opportunities, with the exception of executive positions, positions filled internally, and temporary positions lasting less than 3 days.

When establishing an appropriate employment delivery system, employers should look carefully at the Jobs for Veterans Act. This law requires that contractors list job openings with the appropriate employment service delivery system. Employment openings that fall under this category include all positions except executive and top management positions, positions that will be filled from within the contractor's organization, and positions lasting three days or less.

The DOL requires that listing with the appropriate employment service delivery system be done concurrently with a contractor's use of any other recruitment source or effort.

Following these laws will help you achieve job posting compliance.

Reshav Singhal writes on behalf of AJE, a leading job portal for jobs in America. Americasjobexchange.com is a recruitment platform that provides many services like Diversity Hiring, Diversity Jobs etc.

Source: EzineArticles
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