Letters to subcontractors, suppliers and vendors outside the U.S.
I sent out our vendor letters in compliance with OFCCP to all our subcontractors, suppliers and vendors. I got a call back from a Canadian supplier who says it does not apply to them because although he is a US government contractor, there is no AA requirement in Canada. I got a response back from another Canadian supplier with answers to the questions. Should I be sending the letter to suppliers outside of the US? Do they need to comply with the items outlined?
Contacting Candidates from a Database Search
We are considering use of an external resume database for some of our positions. Job seekers would then be invited to apply to the position through our website.
If a search returns 30 job seekers (which are all considered by assessment of their resume and all meet the basic qualifications of the job), I understand that all of those resumes must be retained. However, are we required to also invite all 30 job seekers to apply? Or may we be selective in who receives an invitation? Could we also choose to not invite any of them?
Hiring Events - On the spot offers
We are looking to do an in person hiring event and our leaders would like to do on the spot offers/letters on intent to hire at this event. While we encourage everyone to complete an online application, we are opening this event up so I imagine we'll have interested candidates show that may not have an application on file.
Can you offer any guidance on the best way to handle this type of event? Or any resources that may help? Or is it ok to have a contingency letter drafted saying we are interested and want to move forward with you if you meet all the outlined qualifications...
The simple answer to your question is this: you should always make candidates follow your standard process for expressing interest. If you generally require that candidates complete an online application, then you should ask candidates who are at your hiring event to complete the online application.
It's not clear from your post above why you are doing "an in person hiring event," and why this would necessitate making immediate offers to candidates. There certainly are circumstances in which companies want and need to make immediate hires. For example, if you have a huge new order for products or services that requires you to immediately add employees, an in person hiring event may make sense. However, if your company's standard hiring process is to require candidates to apply online after posting an opening, then there should be some well defined reason for deviating from this process.
One way to think about this situation is to consider it from the perspective of someone from a governmental agency who may be asked to determine whether your hiring process discriminated against some protected class. The representative of the government agency is going to want to compare the credentials of candidates who expressed interest against the credentials of candidates who were hired, and is going to want to understand how your selection process worked and who was involved in the process. If hiring managers are allowed to deviate from your standard selection processes and make offers to people on the spot at your in person hiring event, they will need to be able to clearly state why the persons selected are more qualified than others. A governmental representative will not accept the idea that the pressing need for people allowed you to hire demonstrably less-qualified candidates.
If you still want to do an in person event and you don't want to make people go home and apply online, then you may want to consider having kiosks available at the event so that people can apply while they are there. That way, at least you'll have collected all the information you need to determine who the best qualified candidates are. Then, if you want to tell some candidates that you are seriously considering them for hire, you'll be able to quickly look at the qualifications of other candidates to ensure you are hiring the best qualified people.
I understand the need to quickly hire people when you have pressing business. From a compliance perspective, though, it's important to recognize that the government will always expect that you can prove you hired the best qualified person. Making offers on the spot has the potential to leave you vulnerable if you can't provide this proof.
Bid and Proposal Job Posting
We frequently post positions to engage candidates for future opportunities associated with bid and proposal activities. These positions could be located all across the United States. Is it necessary to add a new ESDS location/state each time you post a position that is not yet a live job opening?
If these bids were won, the opportunities would become official job openings working in the state the position would be advertised in.
I would appreciate any guidance on this matter.
The regulations require "employment openings" to be listed with the state employment service. It sounds like, from your description above, that your company is not advertising actual openings, but is advertising potential openings, so it does not appear as if the listing requirement is yet triggered. However, if the company were to collect applications to consider for positions if the bid was won later, then I would recommend the company list the jobs at the bid phase consistent with the regulations, so that the company is not inadvertently circumventing the rules.
In regards to notifying our subcontractors of our status as a federal contractor under the AAP this is a snippet of what I sent out to them:
"Our records indicate that you have provided goods and/or services to us according to established regulation thresholds under Section 503 of the Rehabilitation Act, as amended and the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), as amended. Therefore, please be advised that your organization must also comply with the rules and provisions as specified by the US Department of Labor, Office of Federal Contract Compliance programs at CFR, Title 41, and Part 60-300 and 60-741.
We appreciate your support of our commitment to equal employment opportunity and request appropriate action on your part."
What exactly are their responsibilities? What "appropriate action" do they need to take?
I just want to know in case they ask.
If the company is a covered subcontractor (i.e., they are doing business with a federal contractor or subcontractor), then its obligations for compliance are like that of any covered contractor. Depending on the amount of the contract, of course, they must comply with the laws enforced by the OFCCP. This provision in the regulations puts the entity on notice that they are a covered subcontractor.
Multiple Quantities Needed or Same Position
Are there any vulnerabilities with the following practice for when multiple quantities of the same position are needed:
Opening and posting one (1) requisition that has five (5) openings. Once five candidates have been identified from this candidate pool, opening four other additional requisitions, duplicating the candidate pool from the initial req in these additional reqs, and then dispositioning one of the five initially identified candidates into each newly created req as "hire."
A company may hire more than one individual from a requisition. Four new requisitions need not be created for OFCCP compliance. It is a good thing to establish what will happen up front as you have done. The appropriate analyses are to compare those that competed for a position (depending on how the company does its hiring) against each other. Therefore, since there were five hires from the pool, those applicants should be used in any comparative analyses versus conducting analyses by requisition. There is nothing inherently wrong or dangerous of the practice outlined above, but it may impact how the analyses should be done (by applicant pool versus using a requisition system). Make sure to run your annual analyses using the method that captures the appropriate pool (i.e., analyses by requisition or using a combined pool). If you have very large numbers (a high turnover in jobs for example), a statistical result sometimes appears simply because of the large numbers. Foregoing a proper requisition practice could require the company to analyze a larger pool.