DirectEmployers Blog
Five Steps to Compliance with the Fair Pay and Safe Workplaces Final Rule
The much-anticipated so-called federal contractor “blacklisting” rules and guidance (“Final Rule” and “Guidance”) were published in the federal register on August 25, 2016. The Final Rule becomes effective on October 25, 2016 and imposes four new legal obligations on covered federal contractors, which will be phased in over the next year (starting as early as October 25, 2016). It is important to also note that this is being phased in via Federal Acquisition Regulation (“FAR”) solicitation and contract provisions. This means that the Final Rule “becomes effective” by beginning to appear in new solicitations issued on or after October 25, 2016. This should not dampen a company’s concern and speed of progressing through the steps below and determining and pursuing compliance, but it is critical to understand and follow the specific path of obligation.
5 Ways to Stay Diverse with Online Recruitment
The following blog post was authored by Cindy Haynes, Managing Director and Partner at EraserFarm–a Tampa branding and creative agency. 2016 is a new era and many employers are putting a greater emphasis on diversity within their companies. As such, this diversity...
Candee Chambers Selected as the 2016 John A. Garza Lifetime Achievement Award Recipient
The Arizona ILG (AZilg) proudly announced that it had selected Candee J. Chambers, SPHR, SHRM-SCP, Sr. CAAP, and currently VP Compliance & Partnerships at DirectEmployers, to be the fourth recipient of the annual John A. Garza Lifetime Achievement Award (JAG Award). The award is named after John A. Garza, a longtime leader in the Affirmative Action community and an early advocate of compliance training for Government contractors.
OFCCP Week in Review: September 6, 2016
In today’s edition of OFCCP Week in Review, John C. Fox and Candee Chambers discuss the EEOC’s Final Enforcement Guidance on Retaliation.
Member Spotlight | Building A Successful Employer Brand
Every organization has a brand, which is known to customers by memorable features such as logos, taglines, jingles, packaging, atmosphere, and more. Having a favorable and recognizable brand is the key to attracting customers to your products or services, but human...
OFCCP Week in Review: August 29, 2016
In today’s edition of OFCCP Week in Review, John C. Fox and Candee Chambers discuss the NLRB’s recent conclusion that student teaching assistants are Common Law Employees, and the USDOL’s publication of the Fair Pay and Safe Workplaces final guidance–including acknowledgement of DirectEmployers’ comments.
How to Get Employees to Generate Employer Branding Content
The following is a guest post authored by Phil Strazzulla of NextWave Hire–a company focused on helping companies build their employer brands through authentic employee testimonials that dive deep into what life is like at a company. Let me guess, you already tried to...
OFCCP Week in Review: August 22, 2016
In today’s edition of OFCCP Week in Review, John C. Fox and Candee Chambers discuss the criticism the EEOC’s EEO-1 Pay Data Collection Proposal is receiving from three prominent senior U.S. senators, as well as what predictions can be made about this particular proposal after the November election.
Updates to OFCCP Sex Discrimination Regulations Present Some Compliance Conundrums
The OFCCP’s definition of “similarly situated” for the purposes of evaluating compensation differences in its new sex discrimination regulations is so broad that it provides little guidance for federal contractors and goes beyond Title VII standards, two attorneys who handle OFCCP compliance matters recently told Employment Law Daily. The final rule, published in the Federal Register on June 15, 2016 (81 FR 39108-39169), replaces the guidelines at 41 CFR Part 60-20 with new sex discrimination regulations. The regulations, which implement the prohibition against sex discrimination contained in Executive Order (EO) 11246, took effect on August 15, 2016. Section 60–20.4(a) of the new regulations prohibits contractors from paying “different compensation to similarly situated employees on the basis of sex.” But the standard to which the OFCCP will hold contractors in assessing exactly which employees are “similarly situated” is far from clear, the attorneys stated.
Understanding the Military Resume
Member Mike Bazinet, Associate Director of Plasma Recruitment at Grifols Inc. is authoring a series of guest posts on how employers can be more effective with their veteran recruitment, outreach and retention efforts. Be sure to read Mike's previous post, "The...
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