Paperless OFCCP Compliance

As a long time employee in the tech world, it's hard for me to admit this, but I like paper. I like paperback books, it thrills me to pay with exact change and track changes has nothing on a cup of coffee, a red pen and an unedited document. Paper has been a tried and true method of communication for hundreds of years, and for some things, an iPad just isn’t the same.

The hard copy has gotten a bad rap as the ascendance of word-processors and mobile technology have become bent on ushering us towards digital. I talk to companies all day long who lament the stacks and filing cabinets that define their applicant tracking and audit trails. Many good points are being made in those conversations. Paper gets lost. It has a memory only as long as where it was last placed, and I've yet to hear of a sheet of paper clearing its throat and telling you what errors exist on its surface. The limitations of paper in an era of ubiquitous technology are glaring. Many businesses are worried as they look toward Affirmative Action plans and compliance rules that will require them to track additional information about candidates and employees.

Specifically, the new OFCCP compliance regulations present a new challenge to federal contractors. Starting next month, they must update their applicant documentation to solicit information about disability and veteran status. Add to that the fact that employees wil be resurveyed every five years, and you're looking at a lot more paper, a lot more data, and possibly more long nights huddled over excel sheets with too many columns and not enough answers.

As you look toward March 24, what will help you to be ready? Here are 3 tips we've discussed with many clients as they prepare for the shift:

Make visible goals

Big transitions that involve many hands and several moving pieces are best managed through goal setting. Big goals tend to make themselves obvious, but the smaller tasks needed to reach those goals can easily be missed. Collectively identifying where you need to go, and making that information readily accessible, will ensure all of the individual goals across your team align to the desired endpoint.

Talk to your vendors

There can be several touchpoints between you and your candidates, and compliance will be the responsibility of every member of that group. Your applicant tracking and onboarding vendor should be aware and making the necessary changes, but be sure to ask!

Know how the rules affect your workflow

There are several resources online helping to explain what you need to ask and when and how it should be asked. Matching that information with the affected milestones in your process will make swift work of updating the appropriate documentation and reporting. Workflow documents matching stages and their accompanying documentation have been noted as being great visual aids for these transitions.

What tips do you have for keeping your organization compliant? Let us know!
Kerrie McCarthy
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