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Three hospitals affiliated with the University of Pittsburgh Medical Center (UPMC) were considered subcontractors by District Court Judge Friedman on March 30, 2013. The case is UPMC Braddock v. Harris and includes UPMC Braddock, UPMC McKeesport and

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The case is EEOC v. Bass Pro Outdoor World (BPOW) decided on March 18, 2013 by District Court Judge Keith B. Ellison of the District of Texas, Houston Division [2013 U.S. Dist. LEXIS 36711]. As far as pattern or practice cases go, this one is not

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Given the recent wave of OFCCP courtesy letters sent to federal contractors this month, we thought a short review of the process in moving from courtesy letter to scheduling letter would be of interest to readers of this blog. The OFCCP utilizes the

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23 April 2013

Given the recent wave of OFCCP courtesy and scheduling letters, we thought that a blog on early preparations in the OFCCP audit process would be of interest. Recall that all federal contractors and subcontractors in receipt of a supply and service

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Federal contractors and subcontractors that are covered under the Vietnam Era Veteran’s Readjustment Act of 1974 (VEVRAA) are required to take affirmative action in employing and advancing covered veterans. In practice, this means that contractors

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OFCCP’s recent webinars on Directive 307 stated that compensation investigations will focus on individual race/ethnicity differences. If that is the case, a number of analytic questions require clarification.

  • Is the comparator group “White”
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In an announcement released on March 14th, the U.S. Census Bureau discussed the unemployment rate of workers with disabilities based on the new Disability Employment Tabulation. The statistics show that individuals with disabilities only account for

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OFCCP recently issued a large wave of announcement letters, as noted in the blog last week (http://ofccp.blogspot.com/2013/04/ofccp-sends-latest-round-of-csal.html). These letters are in the form of the same “courtesy” letters that were sent at

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OFCCP’s Directive 307 outlines policies for evaluating compensation data that depart in three primary ways from guidance presented in the rescinded Compensation Standards:

  • No requirement to construct and analyze compensation data by Similarly
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In the past year, both EEOC and OFCCP have given notice that they will be carefully watching employers’ policies on hiring criminal offenders. In April of 2012, EEOC issued, EEOC Enforcement Guidance on the Consideration of Arrest and Conviction

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