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In our first Outreach to Veterans blog, we focused on developing a veteran recruitment strategy that considered resources available to you and how to maximize them. In addition, tips and resources were provided to ramp up your outreach efforts. To

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In an effort to strengthen regulatory requirements related to veteran affirmative action and nondiscrimination, the OFCCP released in April 2011 a Notice of Proposed Rulemaking (NPRM) for the Affirmative Action and Nondiscrimination Obligations of

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Because DCI has noticed an increase in the number of OFCCP requests for copies of job descriptions, we thought this might be a good time to discuss the importance of job descriptions. From an audit perspective, job descriptions can be a double-edged

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Art recently described a pay equity ruling that was declined for review by the Supreme Court. At the heart of the ruling was the difference between pay equity under Title VII versus the Equal Pay Act. We thought a follow up blog on the matter would

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Many readers are familiar with the Uniform Guidelines on Employee Selection Procedures (UGESP), which describe the standards by which EEO regulatory agencies evaluate adverse impact analyses and validation evidence in impact cases. Although these

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The case is Davis v. Cintas, decided by the 6th Circuit on 5/30/13 [2013 U.S. App. LEXIS 10856]. This case is very much like Dukes v. Wal-Mart [131 S. Ct. 2541, 112 FEP Cases 769 (2011)], but on a smaller scale. Aside from scale, the claims are
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In Moten v. Broward County, Irma Moten, a black female forensic technician with the Broward County Medical Examiner’s Office sued for pay discrimination under the EPA and race discrimination under Title VII on the same set of facts: the county hired

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As a part of a complete proactive affirmative action program, it is a best practice to conduct disparity (a.k.a. adverse impact) analyses for promotions and terminations personnel activity. Conducting these analytics is not only important in regard

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Last week, Art Gutman wrote an interesting blog on US & Vulcan v. NYC, which is a NYC firefighter case involving both pattern or practice and disparate impact allegations.

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This blog continues the ongoing discussion of the implications of Directive 307 on proactive pay equity analyses. As discussed in an earlier blog (http://www.ofccp.blogspot.com/2013/05/playing-favorites-or-enforcing-systemic.html), deciding which

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