New OFCCP Regulations Place Renewed Emphasis on Recruiting Veterans
Companies Must be More Proactive in Considering and Hiring Former Military Personnel
San Diego, CA, September 04, 2007 --(PR.com)-- Effective September 7th, new rules go into effect regarding the recruiting and hiring of military veterans; this according to the Office of Federal Contract Compliance Programs.
Ruling 41 CFR Part 60-300, RIN 1215-AB46 entitled: Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Disabled Veterans, Recently Separated Veterans, Other Protected Veterans, and Armed Forces Service Medal Veterans. These changes, among other things, involve the definition of the Military Veterans covered, the minimal contract value for which the ruling applies (from $25,000 in government contracts to $100,000 in government contracts) and the appropriate authorized “employment delivery systems” such as job boards, search firms and temporary agencies. The ruling in its entirety can be found at http://www.patriotjobs.net/military-news.html
The ruling, obviously written prior to the demise of America’s Job Bank, leaves a gaping hole in how employers are to comply when posting jobs online saying only that employers should use whatever State resources are available any and all appropriate resources at their disposal to ensure compliance with the directive. Penalties for non compliance are as always, stiff and include loss of contract.
PatriotJobs.net encourages companies to review the new regulations and in the absence of viable government directed web resources, ensure they do whatever is necessary to consider and hire qualified veterans.
Contact:
Ken Dreger
Executive Director
PatriotJobs.net
Hire-A-Patriot.com
951-526-2336
ken@patriotjobs.net
###
Ruling 41 CFR Part 60-300, RIN 1215-AB46 entitled: Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Disabled Veterans, Recently Separated Veterans, Other Protected Veterans, and Armed Forces Service Medal Veterans. These changes, among other things, involve the definition of the Military Veterans covered, the minimal contract value for which the ruling applies (from $25,000 in government contracts to $100,000 in government contracts) and the appropriate authorized “employment delivery systems” such as job boards, search firms and temporary agencies. The ruling in its entirety can be found at http://www.patriotjobs.net/military-news.html
The ruling, obviously written prior to the demise of America’s Job Bank, leaves a gaping hole in how employers are to comply when posting jobs online saying only that employers should use whatever State resources are available any and all appropriate resources at their disposal to ensure compliance with the directive. Penalties for non compliance are as always, stiff and include loss of contract.
PatriotJobs.net encourages companies to review the new regulations and in the absence of viable government directed web resources, ensure they do whatever is necessary to consider and hire qualified veterans.
Contact:
Ken Dreger
Executive Director
PatriotJobs.net
Hire-A-Patriot.com
951-526-2336
ken@patriotjobs.net
###
Contact
PatriotJobs.net
Ken Dreger
951-526-2336
www.patriotjobs.net
Ken Dreger
951-526-2336
www.patriotjobs.net
Contact
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