William A. Osterndorf is President and founder of HR Analytical Services and has been working with affirmative action/equal opportunity issues for the last 25 years in the public and private sectors. Bill specializes in developing and writing affirmative action plans and has extensive experience in preparing companies for reviews by the Office of Federal Contract Compliance Programs (OFCCP), the f...
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 FAQs on Government Compliance - Veteran and Disability Hiring Under the New OFCCPby Bill Osterndorf, Jacquelyn Peterson and Ashley Fitzgerald - Apr, 2013 With the flurry of recent changes within the Office of Federal Contract Compliance Programs (OFCCP), there is confusion on what companies need to do for compliance regarding the hiring of veterans and persons with disabilities. Hear answers to your most frequently asked questions about this topic from experts: Bill Osterndorf, President and founder of HR Analytical Services Ashley Fitzgerald, OFCCP Specialist at LocalJobN... |
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Applicant Tracking Systems and OFCCP Compliance by Bill Osterndorf - May, 2013 The vendors that provide applicant tracking systems routinely suggest that their systems are “OFCCP compliant.” Yet, federal contractors and subcontractors are frequently cited for record-keeping issues associated with applicant data. How can companies ensure that their applicant tracking systems will help them successfully navigate through an OFCCP review? As a starting point, it is important to note that no applican... |
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What Does OFCCP Want? by Bill Osterndorf - Apr, 2013 Much has been written about the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) in the last few years. OFCCP has a number of significant new initiatives, most notably its recent directive regarding the evaluation of compensation data that federal contractors and subcontractors will be asked to provide during compliance reviews. OFCCP has also gone through a number of changes to the manner ... |
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Limiting the Applicant Data That Is Provided to OFCCP - Part 2 by Bill Osterndorf - Feb, 2013 Limiting the Applicant Data That Is Provided to OFCCP Part 2 - Understanding Special Situations In the first part of this two-part series, we discussed the fact that the applicant data that is provided to the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) is a critical piece of information in any affirmative action compliance review. We discovered that OFCCP’s Internet Applicant ... |
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Limiting the Applicant Data That Is Provided to OFCCP - Part 1 by Bill Osterndorf - Jan, 2013 Limiting the Applicant Data That Is Provided to OFCCP Part 1 - The Rule Regarding Applicant Data Most of the recent discussion about affirmative action compliance reviews by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) tends to focus on two areas: (1) OFCCP's investigation of possible compensation discrimination by federal contractors and subcontractors, and (2) issues concer... |
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What Should Your Company Submit to OFCCP at the Start of a Compliance Review? by Bill Osterndorf - Oct, 2012 Your company has received that dreaded letter from the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) indicating that your company has been scheduled for an affirmative action compliance review. After the initial panic has subsided, it is time to consider what you will send to OFCCP in order to comply with the requests in the scheduling letter and itemized listing you've received. While ... |
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Thoughts on the 2012 National Industry Liaison Group Conference by Bill Osterndorf - Sep, 2012 The 2012 National Industry Liaison Group (NILG) conference was held August 27-31 in Waikoloa, Hawaii. The conference location was beautiful, and the conference planning committee made sure that the conference ran smoothly. However, this was a difficult year to gain many new insights into what is occurring at the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP). There were a number of effecti... |
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The Inherent Flaws in Availability Analyses by Bill Osterndorf - Aug, 2012 From the advent of the eight-factor analysis, availability analyses have been a central part of all federal affirmative action plans. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) changed from an eight-factor analysis to a two-factor analysis (i.e. an analysis examining only external populations and internal populations that may be able to enter jobs) more than ten years ago. However, ... |
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Invitation to Self-Identify by Bill Osterndorf - Jul, 2012 As a part of the data collection and record-keeping requirements under the federal government's affirmative action regulations, federal contractors and subcontractors are obligated to collect race/ethnicity and gender information from applicants. Contractors are also required to survey employees for race/ethnicity and gender information as well as veteran and disability status. The U.S. Department of Labor's Office of Federa... |
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The Puzzle of Disability by Bill Osterndorf - May, 2012 In the last few years, there have been dramatic changes to the focus points at the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP). While for many years, OFCCP had little interest in issues concerning veterans and persons with disabilities, these groups are now at the forefront of OFCCP's efforts. We know this is true in part because of the proposed regulations regarding veterans that were... |
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Using Applicant Reports to Help Your Company During an OFCCP Review (Part 2) by Bill Osterndorf - Apr, 2012 Using Applicant Reports to Help Your Company During an OFCCP Review Part 2 of 2 In part 1 of this series, we noted that it's a different world out there for companies going through OFCCP reviews. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) continues to closely examine the hiring of federal contractors and subcontractors to determine whether there is any... |
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