Resources

Search Results

Keyword: Affirmative Action (6 results)

Affirmative Action Plan Revision 
http://www.employerlawreport.com/2012/01/articles/workforce-strategies/for-many-its-that-time-of-year-affirmative-action-plan-aap-revision/#page=1
Many federal contractors and subcontractors use a calendar year for their written affirmative action plans (AAPs). That means that AAPs are typically reviewed and revised shortly after January 1. Given the greater emphasis that OFCCP will be placing on covered veterans and persons with disabilities in compliance reviews and the proposed rules requiring statistical goals, federal contractors are advised to be more specific in describing their affirmative action efforts for these groups. This resource contains tips for contractors to keep in mind as they revise their AAPs.

e-laws Advisor 
http://www.dol.gov/elaws/
The e-laws Advisors are interactive e-tools that provide easy-to-understand information about a number of Federal employment laws. Each Advisor simulates the interaction that you might have with an employment law expert. It asks questions and provides answers based on responses given.

Executive Order 11246 - Affirmative Action 
http://www.dol.gov/ofccp/regs/compliance/aa.htm
This resource provides information from the Department of Labor on the Executive Order 11246 and the role of the Office of Federal Contract Compliance Programs. It also describes Affirmative Action (AA) outreach and requirements for Federal Contractors. Examples of AA programs, successes and additional resources are also provided for employers.

Grow Success: Accountability and Measurement 
https://efedlink.org/allqual/resource-shared-media-gsam.cfm
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Grow Success recommendation was described as a process of accountability and continuous improvement, which will help federal agencies to establish criteria with which to measure and evaluate outcomes related to disability employment practices. Collecting data on employment outcomes is about setting goals, and creating accountability for meeting those goals. Beginning with passionate leadership and managerial commitment, the following policies and practices should be evaluated in relation to applicants and employees with disabilities: Diversity and inclusion Recruitment and retention Communication and accountability Measurement and Evaluation Once objectives have been prioritized in each area, effective measurement tools can be established. Ideally, goals should be connected to the performance evaluations of the people responsible for meeting those objectives.

Instructions to Federal Agencies for Equal Employment Opportunity Management Directive 715 
http://www.eeoc.gov/federal/directives/md715instruct.cfm
This resource from the EEOC clarifies guidance published in Part C of EEO MD-715, provides additional operational instructions on how to accomplish the requirements of the management directive, including the basic elements necessary to create a model EEO program, and emphasizes how to ensure that personnel actions are made free of any discrimination.

Job Accommodation Network Federal Winter Webcast 2013 Series 
http://askjan.org/webcast/archive/indexfed.htm
JAN provided these 1.5 hour Webcast sessions beginning with the first week of January 2013. The three part series covered the hiring and employment of people with disabilities in the Federal government and the reasonable accommodation process. This archive provides audience members access to the recorded trainings.

Need help? Ask us a question!
Report bugs or offer suggestions.
* indicates required field.


Upcoming Events

There are no upcoming events at this time.