Setting the Standard for OFCCP Compliance
Navigating Compliance Through Critical OFCCP Requirements
If you’re one of the numerous federal contractor organizations chosen to be audited to evaluate your compliance with OFCCP regulations, it can be an overwhelming experience.
Circa’s innovative diversity outreach solutions are designed to support your OFCCP compliance efforts. Our 100% audit success rate has made us the nation’s OFCCP compliance leader.
Federal contractors are responsible for complying with legal obligations to take affirmative action and not discriminate on the basis of race, color, sex, sexual orientation, and many other protected statuses.
- Under VEVRAA, the mandatory job listing rule requires employers to list job openings with the Employment Service Delivery System (ESDS) to ensure veterans have the first opportunity to apply.
- Section 503 protects individuals with a disability (IWD) from discrimination and requires employers to recruit from this group.
- Executive Order 11246 requires contractors to take affirmative action to create equal job opportunities for women, minorities, veterans and IWDs through outreach.
To minimize risk and remain in compliance when recruiting, you need a trusted partner who ensures your recruiting practices adhere to the law.
Arcoro’s software helps busy HR teams with essential workforce tracking for EEOC, OFCCP and other regulatory boards. Our partner Circa can provide another layer of protection.