OFCCP Compliant Software - Take The Risk Out of Hiring

Improvements To OFCCP Procedures
If you haven't seen the headlines, this season has observed some large improvements to the way in which OFCCP conducts investigations and analysis regarding worker compensation. Two papers concerning payment discrimination towards people of race and sex have been rescinded and replaced as a new directive (OFCCP audit Directive 307) has been introduced.

In accordance with Lexology, the OFCCP will not be limited to just research a narrow band of employees using only one type of statistical model or only handling just one type of payment disparity among a certain work category. Instead, beneath the new directive, the OFCCP now has more review flexibility and can broaden its investigative initiatives to incorporate different factors.

The OFCCP can now investigate predicated on dilemmas because of the what size a standard spend huge difference there is between people of various gender and battle, normal pay variations in certain work teams wherever race and gender enjoy one factor in selecting purposes, how many employees are influenced by the spend differences centered on the race and sex, and how big are the typical pay differences within AAP work groups. Additionally, the OFCCP will even investigate the company to review their compliance history, any claims to the EEOC or OFCCP, and any potential violations in regards to different employment practices.

Applicant Tracking Process Assists You Comply With OFCCP Regulations
Now, your previous recruiter and his household are out the entranceway as your recruiter has been produced up to speed when it comes to proper hiring techniques that perhaps not discriminate employees predicated on competition or gender. To help help you conform to OFCCP regulations and prevent investigations, you may also follow an applicant tracking system to your hiring process.