Are you ready for the new affirmative action requirements that took effect on 3/24/14? If you are a federal/government contractor, it is imperative that you understand the new affirmative action requirements regarding hiring of veterans, and those with disabilities.

    A recent article on SHRM, written by Allen Smith, details seven crucial changes that contractors must make in order to comply with portions of the new affirmative action regulations. These seven changes are shared below:

    1. In policy references, refer to “protected veterans,” instead of the old veteran categories.
    2. Change the EEO tag line in job listings from EOE AA M/F/D/V to EOE AA M/F/Vet/Disability.
    3. Include new required contract language in boldface.
    4. Tell the state employment service delivery system that the business is a federal contractor and wants priority referrals of protected veterans for job openings. Provide the contact information for the contractor official responsible for hiring at each site.
    5. Link to the Office of Federal Contract Compliance Program’s (OFCCP) EEO is the Law poster when using an electronic applicant tracking system.
    6. Provide this link on the intranet for employees who telecommute.
    7. Hold records for four years—one more than the three years required, up from two—to be on the safe side.

    Additional Challenges with the new Affirmative Action Requirements: Tracking Jobs and New Hires

    Employers will continue to have questions and face challenges with these new requirements, specifically in the area of tracking positions, job openings and hiring. The OFCCP’s FAQs regarding internal  hires, promotions, moves between departments, transfers, moving from part-time to full-time, etc. may help you understand what must be recorded in your HR department for affirmative action purposes, or it may cause more confusion. If you find that record keeping is becoming more difficult, contact us. We can help.

    Questions on Affirmative Action Plans (AAP)?

    FosterThomas HR Outsourcing and HR Compliance experts can assist you with putting together an effective Affirmative Action Plan (AAP). For more details on an AAP, click the button below

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    Contact a FosterThomas HR Compliance Expert

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    For more on Protected Veteran, and Disabled categories, click the button below

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    For more information on Government Contractor Compliance (GovConHR), please click the link below

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