Employer Practices for Small Business Affirmative Action Compliance
The following information has been taken from the Department of Labor and can be found here
II. SUGGESTED EMPLOYER PRACTICES THAT CAN HELP SMALL BUSINESSES COMPLY WITH SOME OF THE AFFIRMATIVE ACTION PROGRAM REQUIREMENTS
There are a number of actions a contractor might take to ensure that its employment practices are not limiting the employment opportunities of the members of any gender, race, or ethnic group. Following are examples of employer practices that foster equal employment opportunity and can help small businesses comply with some of their affirmative action program requirements.
Recruit to Attract Qualified Candidates
Whether you are required to recruit broadly to address an identified problem in your workforce, or you just want to ensure that recruiting efforts reach all qualified applicants, the following practices are effective in promoting equal employment opportunity:
- Identify several “recruitment sources” for women and minorities. Recruitment sources include schools, colleges, government agencies, such as the local employment service office, and community-based organizations that help minorities or women obtain job skills and employment. OFCCP makes this part easy – we provide a list in each geographic region of many recruitment sources. Just contact the OFCCP office nearest to your location and we’ll send you a list. You don’t have to use a recruitment source from the OFCCP list; it is just a list we have assembled to make it easy for you to identify possible recruitment sources. You may have, or find out about, some other recruitment source in your community that is not on the list – feel free to use them.
- Send the recruitment sources a letter telling them about job openings and invite them to refer qualified applicants for the job. We have provided sample letters that you can use, or modify, as you like, at Appendix I and II. You should send the letters out in advance of the time you want to fill the job so that the recruitment source has enough time to refer applicants. Thirty days is ideal, but try to give as much advance notice as possible. Also, include in the letter a description of the job duties and a listing of any required job qualifications. Keep a file with a copy of all the letters you send out to recruitment sources – this will help you with the next step. We find that it is often helpful to invite representatives of the recruitment sources to tour your facility and learn first-hand about what you do – this helps them explain to people what kind of employment opportunities you have. Furthermore, you can call the recruitment source and discuss the types of jobs that you have and the types of skills that applicants need.
- Monitor whether the recruitment source was able to refer any qualified applicants for the jobs. If over several job openings, a recruitment source has not referred any qualified applicants, try a new recruitment source from the OFCCP list, or one that you have identified in another way.
For more information on recruitment packages that meet these requirements, head to Employer Options