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Five New Year’s Resolutions for Federal Contractors and Subcontractors

Posted by on 3:19 pm in Uncategorized | Comments Off on Five New Year’s Resolutions for Federal Contractors and Subcontractors

Have a plan to update your organization’s AAPs on time.(The OFCCP plans to implement annual reporting of AAP compliance)2. Identify and remedy any “trouble spots” in the applicant tracking process, to ensure accurate self-identification and disposition of every applicant, for every position. 3  Publish a close date for every requisition. Avoid evergreen recruitments and close open requisitions at least every 30 days. 4. Evaluate outreach recruiting resources: which are effective and which should be improved or replaced. 5. Cross train in HR for both short-term and long-term continuity for meeting all Affirmative Action requirements. We hope you all have wonderful holidays and wish you the best as we look forward to 2021! If we can be of any assistance to you or your organization, please do not hesitate to contact us. ...

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What Are The Basics Of Employee Recognition?

Posted by on 12:14 am in Employee Retention | Comments Off on What Are The Basics Of Employee Recognition?

What Are The Basics Of Employee Recognition?

Employee Recognition is about reinforcement of employee actions, efforts, behavior, or performance that supports organizational strategy. Recognition acknowledges or gives special attention to employee actions, efforts, or behavior and performance that supports the organizational strategy by reinforcing certain behaviors. These behaviors my include extraordinary accomplishments that contribute to organizational success. These programs can be either formal or informal. Employee recognition continues to be top of mind as employers strive to differentiate themselves as an employer of choice and solve a variety of business challenges. Affirmative action provider Variety is key to recognition. Organizations have different needs. Some need to increase retention in a specific business unit or type of job while others need to support innovative thinking. One organization may find that recognition will help it to address a very specific individual performance issue. Another may determine that an overall culture of recognition will be better to contribute to organizational success. Yet another company may seek to accomplish all of the above by offering a full pallet of recognition opportunities. What’s common among all organizations is the challenge of satisfying a variety of intrinsic and extrinsic employee needs in order to attract, motivate, and retain a talented productive workforce. This is likely to be a key to business success. Recognition Programs Are Key Recognition programs can be the key to motivating employees and driving organizational results. According to a new survey, trends in employee recognition remain an important component with 89% of organizations having programs in place. Also, with 67% of organizations offering between three and six different programs. 4.6 is the average number of programs. According to a 2015 report, the top five recognition programs have remained the same since 2013. These include length of service at 87%, above and beyond performance at 76%, programs to motivate specific behaviors at 51%, peer to peer recognition at 48%, and finally retirement at 34%. HR Basics Planning is used in recognition to ensure motivation, engagement and retention of high performing employees. Using this planning process, you can develop core elements of a recognition plan. Strategy is an extension of an organization’s mission; a bridge between the organization and its environment. Goals are a statement of desired outcome towards which effort is directed to realize your recognition plan. And finally actions are the most important things that can be done to reach stated goals. Employees not only want good paying benefits. They also want to be treated fairly to make a substantial contribution to the organization through their work and to be valued and appreciated for their efforts Thank Employees For Their Achievements Many employers implement ongoing recognition programs designed to thank employees for a variety of achievements. Among the most common programs are those that recognize length of service, exemplary one-time achievement, and noteworthy performance over a period of time. Although organizations typically recognize employees, length of service, milestones, and instances of strong individual or team performance, any organizations are beginning to focus on other less traditional areas of recognition. Among them are the ability to manage or champion change and innovation systems improvement, customer retention, significant development and actions that embody the organization’s core values. Sometimes, employees may not be as motivated as others by an organization’s incentives. Organization should offer a variety of incentives and recognition opportunities to...

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HR Basics Human Resource Management

Posted by on 11:08 pm in Human Resource Management | Comments Off on HR Basics Human Resource Management

HR Basics Human Resource Management

Human resource management comprise the formal systems designed to manage people in organizations. To best understand human resource management, we’ll take a look at brief history, understand the roles of human resource management and review a model to best organize the functional areas of HR management. Affirmative Action Plans What Is Human Resources? What is now called human resource management has evolved a great deal since its beginnings around the year 1900. It’s believed that the first personnel management department began at the National Cash Register Company in the early 1900’s. Personnel departments, at least in the United States, were largely concerned with technical functions. What began as a primarily clerical operation in large companies, concerned with payroll and employee records, began to face changes with social legislation of the 1960s. HRM developed in response to increase in competition experienced by the late 1970s, as a result of deregulation and rapid technological change in the 1990s. Globalization and competition required human resource departments to become more concerned with costs planning and the implications of various HR strategies for both organizations and their employees. The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group, perhaps an HR department, there are typically three different roles that group might play in an organization. Which of the roles, or whether all three roles are performed, depends highly on what management wants HR to do. This also depends on what competencies HR staff have demonstrated. The Primary Role Of HR Department The primary role is of an HR department is strategic. The goal is to help to find business strategy relative to human capital and its contribution to organizational results. The strategic role helps link human resource strategy with the organizational mission and the work of people in the organization. The operational and employee advocate role manages most HR activities in keeping with organizational strategy and serving as an employee champion. The goal is to balance the issues of employees and employer. The Administrative Role Finally there is the administrative role. This role focuses on clerical administration and record-keeping including essential legal paperwork compliance and policy. Resource management has played an important role in the life of organizations throughout modern history. In the past the personnel function was highly administrative and clerical in nature. The past role focused on transactional activities related to processing of people related activities. This included payroll and more. A heavy emphasis on compliance led to the personnel function, policing policy and procedure, and left little time for the important strategic role of HR. Affirmative Action Program Provider The present role of human resource management has evolved to focus on the strategic contributions of human resource management to organizations. As organizations strive to realize their greater results, the critical role of people is recognized by the strategic role of human resource professionals. They provide technical expertise, champion employees and lead strategically in their organizations. Human resource management is a value added function of the organization influencing key organizational outcomes. An HR Model Now let’s explore a simple human resource management model. The pinwheel model suggests that the management of human resources in an organization centers on eight key functional areas. These functions are a collection of specialized human resource...

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Families First Coronavirus Act (FFCRA)

Posted by on 4:10 am in Uncategorized | Comments Off on Families First Coronavirus Act (FFCRA)

Effective 4/1/2020 through 12/31/2020 the FFCRA has been put into place for employers with less than 500 employees to be able to provide emergency leave for COVID-19 related reasons. To assist you in understanding this new law, here are a few resources and FAQs for you. We have outlined the Emergency Paid Sick Leave (EPSL) and Emergency Family Medical Leave (EFMLA) below: Generally, the FFCRA provides that employees of covered employers are eligible for: Two weeks (up to 80 hours) of paid sick time at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to federal, state, or local government order or advice of a healthcare provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or Two weeks (up to 80 hours) of paid sick time at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a need to care for an individual subject to quarantine (pursuant to federal, state, or local government order or advice of a healthcare provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Department of Health and Human Services; and Up to an additional 10 weeks of paid family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. If an employee is furloughed or in temporary layoff status are they eligible for EPSL or EFMLA?Employees subject to Furlough or temporary layoffs are not eligible for EPSL or EFMLA. If an employer reduces scheduled work hours, can an employee use FFCRA leave benefits to supplement reduced hours?  No. An employee would be eligible to apply for unemployment under this option. In what increments may the leave be used?The guidance requires the leave to be taken in full-day increments for EPSL.  EPSL and EFMLA can only be used intermittently for child care with the employer’s consent.  The DOL encourages but does not require employers to collaborate with employees to come up with voluntary arrangements. * Oregon did expand OFLA sick child leave, which can be taken intermittently as needed by the employee. Keep in mind OFLA is unpaid leave unless the employee has Oregon Sick Time or PTO. Can employees use existing leave (e.g., PTO) concurrently with EPSLA  and EFMLA? Employers may allow employees to use existing leave to supplement paid leave under EFMLA and EPSLA up to their regular rate. Employers may not require that employees use existing leave in this manner. Is documentation required from employees to support their requests for EPSL and/or EFMLA? Yes. Employers must require employees to provide them with documentation in support of the reason for the leave. However, it is recommended to not require a physicians note due to the overburdened healthcare system. Link to the poster for all employers. Click here Employers do not have to provide the notice to laid-off employees, only current employees. Even if employees speak languages other...

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January Webinars Alert!

Posted by on 5:56 pm in Uncategorized | Comments Off on January Webinars Alert!

Tuesday, January 14th, 2020    9:00 AM – 10:30 AM PST Tuesday Topic: OFCCP’s NEW Focused Review Guide for Section 503 (Disability AAP) Audits and Audit Evaluation Criteria OFCCP Recently published two important documents addressing focused audits for disability compliance and how the agency determines compliance.     Wednesday, January 15th, 2020    9:00 AM – 10:30 AM PT Specialized Program: The Challenges Created by Temps to Hire OFCCP audits typically focus on new hires that begin as employees of temporary help agencies.     For client access to our webinars, please contact us. We hope all clients will have at least one attendee join our webinars. Client attorneys are always...

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UPDATE: EEO-1, Component 2 Report

Posted by on 4:20 pm in Uncategorized | Comments Off on UPDATE: EEO-1, Component 2 Report

Today the EEOC filled a notice in the Federal Register that it will not renew the requirement that employers submit an EEO-1, Component 2 report, at least in 2020.   Commentary This does not change the current report filing deadline of September 30th,2019. However, EEOC plans to review the outcome of the EEO-1, Component 2 before taking further action.   What This Means: All employers of 50 or more must still meet the September 30th, 2019 deadline for submitting their EEO-1, Component 2 reports for 2017 and 2018. There will not be a 2020 version of Component 2.   *** The EEO-1 Component 2 requirements apply only to employers with 100 or more employees. Here is the Federal Register Link: https://www.federalregister.gov/documents/2019/09/12/2019-19767/agency-information-collection-activities-existing-collection   As always, we welcome your...

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OFCCP CSALs and Audits are Climbing in Numbers

Posted by on 5:17 pm in Uncategorized | Comments Off on OFCCP CSALs and Audits are Climbing in Numbers

Are you ready? The OFCCP broadcasted in the end of 2018 that there were going to be “more desk audits in 2019.” The time has come to be prepared for what could be a challenging time for many Federal Contractors and Federal Subcontractors both as CSAL notices continue to be sent from D.C. HR Specialties is hosting a “Tuesday Topics” webinar to talk about the specific trends of the audits and what to expect. Tuesday Topic: “OFCCPs New Approach to CSALs and Audits” Tuesday, April 16th 9:00 AM – 10:00 AM PT Also, there are compliance directives that are into effect and some soon going into effect. We will dive deep into the details and answer many questions for the “Specialized Program.” Specialized Program: OFCCPs Important 2018 & 2019 Compliance Directives Wednesday, April 17th 9:00 AM – 10:30 AM PT These webinars are at no charge for our current clients. There is a fee for non-clients. Please email info@hrspecialties.com for registration...

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Directive 2018 – 07

Posted by on 7:57 pm in Uncategorized | Comments Off on Directive 2018 – 07

OFCCP has recently published several new Directives with important information for employers who are federal contractors and subcontractors. One of these, Directive 2018-07, is focused on employers who are either late with yearly AAP update(s), or who fail to prepare them at all. According to this directive, OFCCP will no longer grant extensions for data submission to employers who receive audit notices. This will have significant impact on employers whose AAPs are not complete when a Compliance Review notice arrives. According to the directive, OFCCP also is considering requiring an annual renewal certification. Now is a good time to resolve to prepare 2019 AAPs on schedule. HR Specialties strongly advocates timely AAP update. Late plans can have consequences, such as failing to identify adverse impact early enough to address the cause. The complete Directive 2018-07 can be found here:   https://www.dol.gov/ofccp/regs/compliance/directives/Dir2018-07-ESQA508c.pdf...

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Important Information Regarding VETS-4212

Posted by on 11:34 pm in Uncategorized | Comments Off on Important Information Regarding VETS-4212

The portal to file annual VETS-4212 reports is now open.  The filing period started on August 1st, 2018 and ends on September 30th, 2018.  Companies with federal contracts of $150,000 or more are required to file the VETS-4212 report.   Contractors will need to choose a pay period ending date that is between July 1st and August 31st.  This date will be used to create a workforce snapshot and an end period for the compilation of your companies hiring information for Veterans.  Keep in mind that contractors have the option of using a December 31st, 2017 snapshot (and January 1 – December 31st, 2017 hires data) to align with the data used for the 2018 EEO-1 report filing.   Please contact us at info@hrspecialties.com if you have any questions.  Questions can also be directed to VETS-4212 customer support at (866) 237-0275 or via email at...

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Town Hall Action Plan

Posted by on 1:23 pm in Uncategorized | Comments Off on Town Hall Action Plan

Last September, the OFCCP conducted a number of Town Hall Meetings where participants provided feedback and insight on compliance assistance and contractor engagement related issues.  The agency identified three focus areas around training, communication, and trust.  From these focus areas, the OFCCP developed three initiatives:   Review and enhance contractor compliance assistance materials. Assess and improve the quality of contractor and compliance officer training and education. Increase transparency and communication with agency stakeholders.   To address these initiatives, the agency created specific actions and deliverables including the replacement of outdated technical assistance guides with new guides for supply & service contractors, construction contractors, and academic institutions.  They also plan to standardize the procedures for the development of training courses or updating agency guidance. In order to increase transparency and communication, the agency has instituted the use of Predetermination Notices (PDN) in compliance reviews.  A PDN will be issued when the agency believes discrimination findings may exist and according to the OFCCP, the use of the PDN “encourages communication with contractors and provides them an opportunity to respond to preliminary findings prior to OFCCP deciding to issue a “Notice of Violation (NOV).”  The agency also plans to develop standards contractors can expect when engaging with the OFCCP.  Finally, the OFCCP will leverage technologies to open communication between contractors and the agency.   We will keep you updated as these plans start to...

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