OFCCP Blog Spot
Tuesday, October 05, 2010
by David Cohen, President, DCI Consulting Group
OFCCP’s fiscal year ended on Thursday, September 30th, marking the close of the second year under the Obama administration. During the 2010 fiscal year, the OFCCP proposed many regulatory and policy changes, and some of those new initiatives are currently under review, while others have been implemented. In the meantime, the OFCCP continued to conduct routine and complaint driven compliance evaluations. The following snapshot of 2010 enforcement data was summarized from the Department of Labor’s enforcement database as of October 2, 2010.
Full Story: http://ofccp.blogspot.com/
Showing posts with label David Cohen. Show all posts
Showing posts with label David Cohen. Show all posts
Monday, October 11, 2010
Monday, September 27, 2010
COPIES OF AAAA SUMMIT PRESENTATIONS NOW AVAILABLE
COPIES OF AAAA SUMMIT PRESENTATIONS NOW AVAILABLE
Click here:
David Cohen, DCI Consulting Group, Inc.AAAA Summit - Current Trends in OFCCP Enforcement of Compensation
Click here:
David Cohen, DCI Consulting Group, Inc.AAAA Summit - Current Trends in OFCCP Enforcement of Compensation
Dr. James Johnson (Pictured at right with AAAA President ReNee Dunman) University of North Carolina at Chapel Hill
AAAA Summit James Johnson Speech "Disruptive Demographics"
AAAA Summit James Johnson Speech "Disruptive Demographics"
For a copy of the Job Accommodation Network's PowerPoint presentation, contact AAAA at: execdir@affirmativeaction.org.
Monday, March 16, 2009
THE CENTER FOR CORPORATE EQUALITY CALLS FOR TRANSPARENCY IN OFCCP REPORTING
DCI Consulting Group
March 11, 2009
WASHINGTON D.C. – The Center for Corporate Equality (CCE) released a comprehensive report analyzing enforcement results compiled by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) on their equal employment and affirmative action requirements.The report, A REVIEW OF OFCCP ENFORCEMENT STATISTICS: A CALL FOR TRANSPARENCY IN OFCCP REPORTING, offers a detailed analysis of the agency’s fiscal year 2007 enforcement results that resulted in $51,680,950 in back pay and annualized salary and benefits for 22,251 American workers who had been subjected to unlawful employment discrimination.Detailed findings outlined in CCE’s report include the types of systemic discrimination OFCCP resolved in FY 2007, the kinds of industries involved and the levels of employees and applicants impacted; how the financial remedies in settlement agreements were calculated; how long it took OFCCP to open compliance evaluations and resolve them through settlement; and any differences in enforcement strategy between the OFCCP’s six regional offices that audit federal contractor establishments.“This comprehensive report provides a rare glimpse inside OFCCP’s enforcement operations,” said Patricia Schaeffer, executive director for the nonprofit employer association based in Washington DC. “It provides much needed transparency into how OFCCP enforces its equal employment and affirmative action mission,” she said. “We’re hopeful OFCCP will provide comparable in-depth data in their future enforcement reports,” she said.
Among the findings of the report:
Specific findings include:
1. Nearly all of the settlements (95 percent) involved allegations of systemic discrimination in hiring. Only five percent of the settlements involved allegations of systemic compensation discrimination. None of the OFCCP settlements in fiscal year 2007 involved allegations related to systemic discrimination in promotions or terminations.
2. No “Glass Ceiling” compliance evaluation, which is an audit of a corporate headquarters that focuses on identifying barriers to women and minorities advancing to senior executive positions, resulted in financial remedies.
3. More than half of the settlements involved alleged systemic discrimination against applicants for lower level jobs in food service and manufacturing industries.
4. Certain lower level jobs, such as laborers and operative positions, were found in about three-quarters of settlements.
5. Only settlements involving allegations of systemic discrimination resulted in financial remedies for workers.
6. The average length of time between start of the compliance evaluation and the conciliation or consent decree was 2.5 years.
Full Story: http://ofccp.blogspot.com/
For a copy of the report: http://www.cceq.org/
March 11, 2009
WASHINGTON D.C. – The Center for Corporate Equality (CCE) released a comprehensive report analyzing enforcement results compiled by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) on their equal employment and affirmative action requirements.The report, A REVIEW OF OFCCP ENFORCEMENT STATISTICS: A CALL FOR TRANSPARENCY IN OFCCP REPORTING, offers a detailed analysis of the agency’s fiscal year 2007 enforcement results that resulted in $51,680,950 in back pay and annualized salary and benefits for 22,251 American workers who had been subjected to unlawful employment discrimination.Detailed findings outlined in CCE’s report include the types of systemic discrimination OFCCP resolved in FY 2007, the kinds of industries involved and the levels of employees and applicants impacted; how the financial remedies in settlement agreements were calculated; how long it took OFCCP to open compliance evaluations and resolve them through settlement; and any differences in enforcement strategy between the OFCCP’s six regional offices that audit federal contractor establishments.“This comprehensive report provides a rare glimpse inside OFCCP’s enforcement operations,” said Patricia Schaeffer, executive director for the nonprofit employer association based in Washington DC. “It provides much needed transparency into how OFCCP enforces its equal employment and affirmative action mission,” she said. “We’re hopeful OFCCP will provide comparable in-depth data in their future enforcement reports,” she said.
Among the findings of the report:
Specific findings include:
1. Nearly all of the settlements (95 percent) involved allegations of systemic discrimination in hiring. Only five percent of the settlements involved allegations of systemic compensation discrimination. None of the OFCCP settlements in fiscal year 2007 involved allegations related to systemic discrimination in promotions or terminations.
2. No “Glass Ceiling” compliance evaluation, which is an audit of a corporate headquarters that focuses on identifying barriers to women and minorities advancing to senior executive positions, resulted in financial remedies.
3. More than half of the settlements involved alleged systemic discrimination against applicants for lower level jobs in food service and manufacturing industries.
4. Certain lower level jobs, such as laborers and operative positions, were found in about three-quarters of settlements.
5. Only settlements involving allegations of systemic discrimination resulted in financial remedies for workers.
6. The average length of time between start of the compliance evaluation and the conciliation or consent decree was 2.5 years.
Full Story: http://ofccp.blogspot.com/
For a copy of the report: http://www.cceq.org/
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