1. Establish an equal opportunity policy and make sure all employees are aware of it.
Your equal opportunity policy should include a statement of your commitment to nondiscrimination, as well as a description of the types of discrimination that are prohibited by your company. It is also important to make sure that all employees are aware of your policy, so be sure to provide training on it and include it in your employee handbook.
2. Conduct an annual self-evaluation to assess your company's compliance with OFCCP regulations.
The best way to ensure compliance with OFCCP regulations is to conduct a self-evaluation each year. This involves reviewing your company's policies and procedures, as well as its hiring, pay, and benefits practices, to make sure they meet OFCCP guidelines.
3. Review job postings and applications to ensure that they meet OFCCP guidelines.
When you post jobs or review applications, be sure to check them against OFCCP guidelines to ensure that you are not discriminating against any protected groups. You should also have someone else other than the person who created the posting or reviewed the application check them for compliance.
4. Develop a hiring process that includes careful review of resumes and interviews.
Your hiring process should include a careful review of resumes and interviews in order to identify any potential discriminatory practices. You should also have someone other than the person who made the hiring decision review resumes and interview candidates.
5. Make sure that your pay practices comply with OFCCP regulations.
One of the most common areas where businesses fall out of compliance with OFCCP regulations is in their pay practices. Make sure that you are paying all employees equitably for equivalent work, regardless of their protected status. You should also have someone other than the person who sets salaries review job descriptions and compensation levels regularly.
6. Offer benefits to employees that comply with OFCCP requirements.
One way to ensure compliance with OFCCP regulations is to offer benefits that comply with its requirements. These can include health insurance, retirement plans, and child care subsidies, among others. You should also have someone other than the person who sets benefits standards review them regularly for compliance purposes.
7. Maintain accurate records of all personnel activity relating to affirmative action programs.
Affirmative action programs require detailed recordkeeping in order to be effective. Make sure you are maintaining accurate records of all personnel activity relating to affirmative action programs, including job postings, applications, interviews, and hires.
8. Periodically review your compliance with OFCCP regulations and take steps to ensure that you are in compliance.
Even if you are compliant with OFCCP regulations now, it is important to periodically review your practices to make sure that you remain in compliance. This can be done through self-evaluations, as well as audits by outside agencies. Be sure to take corrective action if any non-compliance is found.
9. Have a plan in place for addressing any complaints of discrimination.
If an employee or job applicant complains of discrimination, it is important to have a plan in place for how to handle the complaint. This should include an investigation of the complaint, as well as corrective action if necessary. Be sure to document all complaints and actions taken in relation to them.
10. Seek assistance from an OFCCP-approved consultant if you are having difficulty complying with the law.
If you are having difficulty complying with OFCCP regulations, seek assistance from an OFCCP-approved consultant. These consultants can help you review your policies and practices, as well as develop compliance plans.