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Job posting requirements are at the core of meeting compliance parameters enforced by the US Department of Labor’s Employment Standards Division. Monitored by the Office of Federal Contract Compliance Programs (OFCCP), the agency’s role is to assess how contractors doing business with the federal government take affirmative action to ensure equal opportunity hiring without regard to race, gender, color, religion, national origin, disability or veteran’s status.

As outlined by the OFCCP, the mandatory job listing requirement stipulates that contractors make job openings available to state agencies and other employment service delivery systems that reach protected veterans under VEVRAA, and others with minority status, so that they have priority access to job listings.

The only exception to the mandatory job listing requirement are openings that include executive and top management; positions that can be filled within the contractor’s organization, and those positions lasting three days or less. All other employment openings are subject to the mandatory listing.

How Should You Ensure Job Postings Reach the Right Candidates?
Each state has its own unique career site, methods of accepting job postings and record keeping data requirements, so working with a one–stop job portal that specializes in OFCCP regulations, such as Circa, can be most effective. And relying on expertise in OFCCP compliance can take some of that burden off the shoulders of federal contractors so that they can concentrate on other affirmative action plans.

To ensure that job listing requirements are met, job posting are sent to a wide variety of locations, including one–stop centers, veteran’s representatives, community–based organizations, educational institutions and departments of vocational rehabilitation.

If you are looking to embark on a job posting strategy, below are some key data points the OFCCP experts at Circa say to keep in mind to help streamline the process of posting jobs on state career sites.

Be sure to have and provide your Employer Identification Number (FEIN). Also known as a Federal Tax Identification Number, your FEIN is used to identify your business entity. When your company is required to list job opportunities in many states, the FEIN may be required as part of the registration process.

Other possible forms of information states may require include unemployment insurance ID for the state, information regarding the specific salary of the opening posted, the name of the hiring manager responsible for filling the open position, and the physical location or address where the opening is offered. Keep this in mind as you prepare your job postings.

There are a handful of states that require the employer set up the initial account with the state career site. A number of states are also being very particular regarding the information they expect to see in each and every posting. Again, working with experts who understand the OFCCP compliance process is best.

It is vital to understand the mandatory job listing and the subsequent OFCCP reporting requirements, as federal contractors need to be even more prepared in proving that they are actively working with state career sites, posting jobs and keeping records of applicants relative to minority or veteran status.

For more information on OFCCP compliance, or to list job posting on our job exchange, visit our OFCCP compliance resources.


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