Compensation Audits for Federal Contractors: How to Analyze Pay and Limit OFCCP Compliance Risks

The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) enforces the affirmative action and equal employment compliance rules that federal contractors and subcontractors must operate under. And it's more serious than ever about investigating compensation practices for evidence of discrimination.

In 2014, the OFCCP bombarded federal contractors with a slew of new proposed regulations tied to pay transparency and pay reporting. Central to the OFCCP’s compliance assault on federal contractors and subcontractors is its mission to ensure that their employees are compensated fairly.

The OFCCP means business about auditing federal contractors and subcontractors to ensure that base salaries, bonuses, and opportunities for advancement and training are being offered to workers on an equal employment basis.

Don't miss this in-depth webinar led by two seasoned employment attorneys who regularly advise federal contractors and subcontractors on their OFCCP compliance obligations. They’ll teach you the critical components a comprehensive self-audit of your compensation practices to ensure that you’re in compliance with the OFCCP’s rules.

I-9s, E-Verify, and ICE: How to Keep Employee Records Compliant

A big shift has occurred in the government's crackdown on illegal workers. Out: SWAT teams surrounding a factory or business and rushing in to catch workers without the proper papers. In: Auditors with Immigration and Customs Enforcement singling out your business and poring over I-9s and other employment records, looking for any mistake in your documentation or even with your processes.

Their focus is now more on catching employers than possible illegal employees. In fact, all of your people may be legal, but ICE will still hold you accountable if your paperwork processes aren't up to their standards.

Don't wait until immigration officials come knocking at your door. Get your records and practices up-to-date now, so you can ensure they’re in compliance with the latest regulations.

ADA-Safe Job Descriptions: HR’s How-To for Defining Essential Functions

The Americans with Disabilities Amendments Act and the new ADAAA regulations that went into effect last year place a renewed focus on the essential functions of a job -- and that puts your job descriptions in the spotlight.

Done right, job descriptions keep managers, supervisors, and employees on track. They can also boost employee morale and create a more motivated workforce. Done wrong, they open employers up to legal liability, confusion, and lower productivity.

To keep your organization up to date and free from costly legal entanglements, you need to know the best strategies for ensuring job descriptions accurately and properly outline the essential functions and requirements of the position. And don’t create compliance conflicts with the ADA.

When and How to Counteroffer: Keys to Effective Retention When Employees Threaten to Leave

“I am outta here!”

An employee just walked in to say she’s leaving in a couple of weeks to pursue a new opportunity. After the shock of the announcement wears off, you start to panic. This employee is a superstar, and her absence will leave a gaping hole.

What should you do? Just as significantly, what should you NOT do?

You may be tempted to throw additional money or other benefits at top employees who say good-bye, in a last ditch effort to get them to reconsider. After all, if you give them more, they’ll stay, right?

Well, not always. Plus, even if an employee does stay, it may be only for the short term, which means you’ll be faced with having to deal with an inevitable and disruptive exit in the near future. However, if you can provide the her with what she's truly looking for, your counteroffer may well ensure many excellent years of service. The key is having a counteroffer strategy long before you need to put it into practice.

Wellness Programs: Manage Activity, Reduce Costs, and Boost Participation

Employee health benefit expenses have increased by more than 9% in 2012. With employers trying desperately to reduce insurance costs, workplace wellness programs are increasingly popular. Nearly 80% of large companies offer them, and those who do have seen a 28% reduction in sick leave, a 26% reduction in healthcare costs, and a 30% reduction in disability and workers' compensation costs.

On the surface, wellness incentives seem like a great idea -- manufacturing giant Caterpillar estimates its wellness program will save the company $700 million by 2015. But such programs can pose serious -- and costly -- legal risks if they don't comply with laws and regulations.

For example, Scotts Miracle-Gro was recently sued by a former employee who was fired for failing a nicotine screening test. And several federal and state laws govern how far you can go when asking employees to quit smoking or when offering incentives to lose weight.

To strike a balance between healthy employees and staying in compliance, you must understand the impact of wellness program regulations on your organization so that you can avoid problems yet still incentivize your employees to live a healthier lifestyle.

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