Government Compliance

by Local JobNetwork™, Tuesday, April 05, 2011
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We provide comprehensive solutions for federal contractors and subcontractors. Our tools, on demand reports, and community outreach can help employers meet federal requirements. Call 212-269-4300 today.

EXECUTIVE ORDER 11246
    Executive Order 11246 (E.O. 11246)
  • THE RULE
    Prohibits federal contractors and subcontractors from hiring based on race, color, religion, sex, or national origin and requires said companies to take affirmative action to ensure equal opportunity in all aspects of hiring.

    Applicant record keeping requirements necessitate federal contractors and subcontractors to maintain specific data on persons who meet OFCCP's description of an "Internet applicant".
  • WHY IT'S IMPORTANT
    OFCCP's Federal Contractor Selection System (FCSS) identifies federal contractors for evaluation. Monetary remedies may be required from companies that violate laws and regulations governed by OFCCP.
  • HOW WE HELP
    Features on our websites make it easier for federal contractors and subcontractors to comply with this rule. Records of applicant information and hiring searches are easily accessible to save time during an audit.

COMMUNITY OUTREACH
VETERANS' ASSISTANCE ACT (VEVRAA)
    Vietnam Era Veterans' Readjustment Assistance Act
  • THE RULE
    Federal contractors are required to take affirmative action to employ qualified veterans, list open positions with Employment Service Delivery Systems (State Job Banks), invite qualified veterans to self-identify, set hiring benchmarks for veterans, and collect data on veteran hiring trends.
  • WHY IT'S IMPORTANT
    OFCCP requests information about hiring activity and outreach during compliance audits and requires proof of adherence to the mandatory job listing provision.
  • HOW WE HELP
    Employers that utilize our OFCCP compliance solutions can automatically have their jobs delivered to the appropriate Employment Service Delivery Systems (State Job Banks), invite veterans to self-identify, send jobs to veteran organizations, record outreach activity, and use VetConnect™, which allow employers to broadcast open positions, career events, and overall hiring initiatives to "matched" veteran job seekers.

    Employers undergoing an OFCCP audit receive assistance from our compliance audit support team in compiling proof of compliance and includes guidance through each phase of a compliance audit.

REHABILITATION ACT (SEC. 503)
    Section 503 of the Rehabilitation Act of 1973
  • THE RULE
    Federal contractors are required to take affirmative action to hire, retain, and promote qualified individuals with disabilities, invite qualified individuals with disabilities to self-identify, collect data on hiring trends, and provide an equal opportunity for employment irrespective of the accessibility of the online application system.
  • WHY IT'S IMPORTANT
    Compliance audits include a review of the contractor's hiring trends, outreach, and online job application systems to ensure that contractors are providing equal opportunity to qualified individuals with disabilities and disabled veterans.
  • HOW WE HELP
    Employers that utilize our OFCCP compliance solutions can automatically have their jobs delivered to targeted outreach organizations, and our applicant tracking system allows employers to record outreach activity and invite qualified individuals with disabilities to self-identify.

    Our websites support different components of Internet accessibility features for individuals with disabilities.

    Employers undergoing an OFCCP audit receive assistance from our compliance audit support team in compiling proof of compliance and includes guidance through each phase of a compliance audit.