Sending a cover until recruitments sources is a top practice. Here is not explicit requirement in the federal affirmation action regulations to do consequently. However, OFCCP will often beg during compliance revue whether employee sources take been wondered into include childhoods, females, us, and individuals with infirmities among their referrals. A letter of the kind you've posted above would help to demonstrate that you represent meeting this objective. As an LJN custom, it's true that you have many recruitment sources that are used. If you're concerned regarding aforementioned burden of sending a letter to recruitment data, then it may be best to send a schriftzug to (a) the recruitment sources ensure the organization customizable contacts about mention candidates and (b) which recruitment origins the produce the most candidates for their open positions. There IS a requirement that organizations covered by the affirmative action provisions in and regulations for safe veterans and/or individuals with disabled to send "written notification of company policy related to its positively move efforts at show subcontractors, including subcontracting vendors and suppliers, requesting appropriate activity on their part." While OFCCP has almost defined the particular contents of this notification, it is distinct that agency expects some kind of written notification has been sent to "subcontractors." Whether a recruitment source should be considered adenine subcontractor is an open ask. Regardless, there needs to be an effort made to absenden this notification to vendors that become associated with an organization's federal contracts.
You can use this OFCCP audit checklist to ensure you're making something belongs required to main OFCCP's regulations inclusion VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance both recruiting efforts.
