In today’s edition of OFCCP Week in Review, John C. Fox and Candee Chambers discuss the personnel changes coming under the Trump Administration of Significance to Employment & Civil Rights Matters; highlights from the EEOC’s FY2016 Performance & Accountability Report (PAR); and how the coming EEOC changes will affect your EEO-1 report.
I was asked the question recently why our company specifically targets veterans in our recruiting efforts and what we do for them once they come on board. This is a topic I enjoy talking about because I see so many meaningful endeavors here at Shaw.
First of all, why wouldn’t we want to target veterans to come work for our company? One of the basic elements of life in the military is serving your country. You can go to any military branch’s website and see the word “HONOR”. The fundamental tenet of military life is honorable service…
The last few months, I have tried to highlight recruiting military veterans from a different angle. For years, the veteran has been told to adapt, change and be able to articulate what they have done in the service. As far as I can remember that has been the norm when hiring veterans. This tactic simple does not work! We have to change our mindsets to truly affect our veteran hiring program. Over the last four blogs, I have tried to highlight ways we can change to give the veteran a better chance to show off their amazing skill sets.
In today’s edition of OFCCP Week in Review, John C. Fox and Candee Chambers discuss the significance of November 3, 2016 being the mid-point between the beginning of OFCCP’s 5-year so-called TRICARE subcontractor enforcement “Moratorium”–which began May 7, 2014 and will end on May 7, 2019.
To aid in peer-to-peer learning amongst its 875+ member organizations, Indianapolis-based nonprofit DirectEmployers Association announces its 4th Annual Member Awards Competition. Members of Association are invited to submit their initiatives in two competition categories–OFCCP Compliance and Recruitment Marketing.