COLUMBIA, MD—October 18, 2011, With the announcement of a Notice of Proposed Rulemaking (NPRM) by the Office of Federal Contract Compliance Programs (OFCCP) regarding updates to Section 503 of the Rehabilitation Act of 1973, the agency has made its focus on affirmative action efforts for individuals with disabilities a top priority—which means federal contractors and subcontractors need to be more prepared than ever.
Berkshire Associates’ latest white paper discusses the importance of recruiting and retaining individuals with disabilities, what the potential updates to Section 503 really mean, and how to remain compliant. Readers will also receive expert advice on how to prepare for the final ruling by taking the necessary steps suggested by the Equal Employment Opportunity Commission, and a list of resources to help recruit qualified applicants with disabilities.
According to one of the authors, Misty Glorioso, PHR, “The OFCCP means business with its latest NPRM regarding affirmative action efforts for individuals with disabilities. It’s important for HR and compliance professionals to take a look at their employment practices and recruitment efforts to ensure they are prepared for the upcoming changes while meeting their outreach goals.”
Click here to access this informative white paper.
To set up an interview with one of the authors, please contact Lauren Collinson at 800.882.8904, ext. 1307, or e-mail protected from spam bots.
About Berkshire: Berkshire Associates is a human resource consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for applicant management, compensation management, affirmative action, workforce planning, diversity, and professional training. For over 25 years, Berkshire has serviced the nation’s most recognizable companies; and as a result has mastered providing clients with cost-effective solutions to everyday human resource challenges.
This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.