It is important for the government to regulate the activities of businesses. Since they are many in number and the government cannot be on the ground to reach all of them, they have created bodies that carry out the checks on their behalf. The federation has the OFCCP requirements which they use as guideline and checkpoints during the inspections and regulation.
The federation has made it compulsory for any business to keep records of all their proceedings. The record must capture all the finer details without holding anything back. Matters to do with employees, finances and business doings must be explained properly. The record must be well arranged to allow someone that is not part of the business to understand it with ease.
It is essential for employers not to discriminate against anyone based on color, race, religion or any other factor deemed to be divisive. During hiring and deployment, the only major role that should separate those that are qualified from those that are not should only be academic and professional qualifications. Those with disabilities must also be given equal opportunity.
The same applies to contract external firms to deliver certain goods or services to the company. Qualities such as race or blood relations should never come into play. Instead, it is the ability of the applicants to deliver that should be used as a measure. Tenders and bids must be awarded no discrimination and favoritism. If this is followed, then the fight against corruption wins.
During auditing and compliance checks, the company must be ready and willing to let the officials from the federation access to their books and accounting details. All information relating to profits, expenses, and any other financial matter must openly be placed on the table for them to check for compliance and any complaint investigation.
When there are any vacancies in the firm, an official communication has to be passed to the public asking them to apply for the position. The post must contain the required qualifications any other information deemed relevant to applicants. The federation however demands that the tag line indicating that there is equal employment opportunity for all be included in the post and be well put.
While filing their yearly reports, the equal employment report must be well captured. They ought to explain how they put out the tag-line to the public and have proof of having followed it in its wholeness. The report should be categorized by race or ethnicity, gender and job category. This brings out a clear picture of the distribution of human resource of the company.
It is only firms that meet certain growth and financial levels that are governed by these rules. In most cases, the big firms with many employees are the main targets of this federation. They are not very stringent with their demands but failure to follow them would result to denial or cancellation of licenses. They must therefore be observed without fail.
The federation has made it compulsory for any business to keep records of all their proceedings. The record must capture all the finer details without holding anything back. Matters to do with employees, finances and business doings must be explained properly. The record must be well arranged to allow someone that is not part of the business to understand it with ease.
It is essential for employers not to discriminate against anyone based on color, race, religion or any other factor deemed to be divisive. During hiring and deployment, the only major role that should separate those that are qualified from those that are not should only be academic and professional qualifications. Those with disabilities must also be given equal opportunity.
The same applies to contract external firms to deliver certain goods or services to the company. Qualities such as race or blood relations should never come into play. Instead, it is the ability of the applicants to deliver that should be used as a measure. Tenders and bids must be awarded no discrimination and favoritism. If this is followed, then the fight against corruption wins.
During auditing and compliance checks, the company must be ready and willing to let the officials from the federation access to their books and accounting details. All information relating to profits, expenses, and any other financial matter must openly be placed on the table for them to check for compliance and any complaint investigation.
When there are any vacancies in the firm, an official communication has to be passed to the public asking them to apply for the position. The post must contain the required qualifications any other information deemed relevant to applicants. The federation however demands that the tag line indicating that there is equal employment opportunity for all be included in the post and be well put.
While filing their yearly reports, the equal employment report must be well captured. They ought to explain how they put out the tag-line to the public and have proof of having followed it in its wholeness. The report should be categorized by race or ethnicity, gender and job category. This brings out a clear picture of the distribution of human resource of the company.
It is only firms that meet certain growth and financial levels that are governed by these rules. In most cases, the big firms with many employees are the main targets of this federation. They are not very stringent with their demands but failure to follow them would result to denial or cancellation of licenses. They must therefore be observed without fail.
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