Services

Services

Services

ourservices
DCI has provided expert solutions to hundreds of federal contractors on the complex issues of Equal Employment Opportunity (EEO) compliance. DCI's consulting staff are recognized experts in systemic compensation discrimination analyses, affirmative action plan development and implementation, employee selection and test validation, and OFCCP audit and litigation support. DCI's consulting staff hold graduate degrees in the fields of Organizational and Industrial Psychology. Following industry proven and government recognized methods, our consultants help alleviate our clients' burden of preparing advanced, statistically driven analyses. The expert staff at DCI safeguard corporate reputations and finances with guidance and software-enabled solutions using a quantitative and rational analysis of advanced statistical practices.
The expertise available to your organization will ensure your EEO compliance needs are well met reducing your risk in this critical area. DCI is committed to your ultimate success and looks forward to having your company as a valued client.

News

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.

Recent Blog Posts

NEWLY RELEASED COMPENSATION GUIDANCE: SCHEDULING LETTER ITEMIZED LISTING

A month and a half has now passed since the release of the new scheduling letter, and the OFCCP has finally provided  federal contractors with some guidance on submission of employee compensation data under ‘Item 19’ of the itemized listing. The newly released FAQ provides a bit of clarity on what many considered a hefty and confusing request.

Below, we summarize OFCCP’s guidance on contractor submission of required versus suggested (not required, but allowed to include) compensation data:

Required

  • Employee-level data
    • OFCCP reiterated that the term “employee” is broad enough to include temporary and contract workers. However, you should only include employees that are on the payroll and receive W2s (not 1099s).
    • Read More