The DCI Difference

Location, Reputation, and Expertise. DCI provides clients with practical, cost-effective and client-focused solutions to satisfy your important affirmative action and EEO regulatory requirements.

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OFCCP Compliance

A full range of software and services to strategically develop and manage Affirmative Action Programs.

Testing and Validation

Maximize your decision-making power and mitigate your legal risk through custom validation services and objective, third party risk assessments.

EEO Litigation Support

Industry leading expertise providing strategic and statistical consulting on the most complex legal issues and OFCCP audits.

Diversity Metrics

Create custom metrics to track the success of your company’s diversity programs.


U.S. Dept of Labor Releases Final Rules Updating VEVRAA and Section 503

The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and people with disabilities.

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The case is EEOC v. Grane Healthcare Company, which has three iterations, all at the district court level.  These include an initial ruling on March 15, 2013 [2013 U.S. Dist. LEXIS 35869], and two rulings on July 7, 2014 [2014 U.S. Dist. LEXIS 28477 & 2014 U.S. Dist. LEXIS 91544].  The case involves a bunch of technical motions and re-motions and motions for rehearing, etc., and is probably not over.  For those interested in all the details, I recommend reading the 3/15/13 ruling and either of the 7/7/14 rulings (one being basically a restatement of the other).   There’s no doubt that Grane violated the ADA by administering medical exams prior to any job offers.  The interesting thing is Grane’s argument

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