Today’s Compliance Trends: Examining OFCCP’s Current Enforcement Focus

November 1, 2016 No comments | Back To Home

COLUMBIA, MD–November 1, 2016, Berkshire Associates, a leading human resources consulting and technology firm, releases its latest HR white paper, “Today’s Compliance Trends: Examining OFCCP’s Current Enforcement Focus.” This paper examines what Office of Federal Contract Compliance Programs’ is focused on right now, and what federal contractors and subcontractors should be doing to meet the latest requirements.

Contractors are well aware that compliance requirements and trends are constantly changing. With OFCCP’s new fiscal year underway, and a new administration about to take place, it is guaranteed change is around the corner. But for now, there are several important compliance trends and updates the contractor community needs to be aware of.

This white paper examines the following compliance updates:
- Compensation Compliance:
o EEO-1 Report
o Aggressive Pay Equity Laws
o Interviewing the Compensation Manager
o What Pay Factors to Analyze
- OFCCP’s Applicant and Hiring Analyses
- Current and Predicted Audit Activity
- And More

To access this white paper, please click here.

For media inquiries, please contact Lauren Collinson at 800.882.8904, ext. 1307 or laurenc@berkshireassociates.com.

About Berkshire Associates:
Berkshire Associates is a human resources consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for affirmative action, applicant tracking, compensation management, and HR training. For over 30 years, Berkshire has serviced the nation’s most recognizable companies; and as a result has mastered providing clients with cost-effective solutions to everyday human resources challenges.

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This entry was posted on Tuesday, November 1st, 2016 at 1:00 am and is filed under Compliance, Diversity, General HR, Recruitment / Staffing, Talent Mgmt/Employee Relations. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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