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	<title>HudsonMann - Affirmative Action Planning, OFCCP Audit Support, AAP Training and Seminars</title>
	<link>http://www.hudsonmann.com</link>
	<description></description>
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		<title>OFCCP Proposes Numerical Goal for Individuals with Disabilities</title>
		<description><![CDATA[The U.S. Department of Labor is proposing a new rule that would require federal contractors and subcontractors to set a hiring goal of having 7 percent of their workforces be people with disabilities, among other requirements. The department's Office of Federal Contract Compliance Programs invites public comment on this proposal, which will be published in the Dec. 9 edition of the Federal Register.]]></description>
		<link>http://www.hudsonmann.com/ofccp-proposes-numerical-goal-for-individuals-with-disabilities/</link>
			</item>
	<item>
		<title>Tax Credits for Hiring Veterans</title>
		<description><![CDATA[On November 21, President Obama signed into law the American Jobs Act, that allows for two new tax credits for hiring unemployed veterans.  Coinciding with these incentives, the Administration also launched the Veterans Job Bank to help veterans more easily identify the companies who are looking to hire them.]]></description>
		<link>http://www.hudsonmann.com/tax-credits-for-hiring-veterans/</link>
			</item>
	<item>
		<title>iPlans: Internet-based Affirmative Action Plans</title>
		<description><![CDATA[iPlans are AAPs for the 21st Century.  Your completed plans are delivered through a secure internet portal.  This allows you to monitor your compliance efforts, access the latest OFCCP news and online training from one location &#8211; all while going paperless! 
Why iPlans?

Affirmative Action Plans  have traditionally been stored in  folders or cumbersome [...]]]></description>
		<link>http://www.hudsonmann.com/affirmative-action/iplans</link>
			</item>
	<item>
		<title>New NLRA Poster Requirement</title>
		<description><![CDATA[The National Labor Relations Board (NLRB) has issued regulations requiring a new posting explaining employee rights under the National Labor Relations Act (NLRA).
The NLRB&#8217;s announcement reads:
As of November 14, 2011, most private  sector employers are required to post a notice advising employees of  their rights under the National Labor Relations Act. The 11-by-17-inch [...]]]></description>
		<link>http://www.hudsonmann.com/new-nlra-poster-requirement/</link>
			</item>
	<item>
		<title>OFCCP&#8217;s New Functional AAP Directive</title>
		<description><![CDATA[On June 14, OFCCP Director Patricia Shiu signed a directive outlining OFCCP's new Functional Affirmative Action Program (FAAP) policies.  FAAPs provide a way for Federal contractors and subcontractors to organize their AAPs by business unit or function as opposed to establishments or locations.  A written agreement with OFCCP is required before contractors can implement an FAAP structure. These agreements must go through a renewal process every three years.]]></description>
		<link>http://www.hudsonmann.com/ofccps-new-functional-aap-directive/</link>
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		<title>OFCCP Publishes Proposed VEVRAA Regulation Revisions</title>
		<description><![CDATA[The Office of Federal Contract Compliance Programs (OFCCP) today announced the publication of proposed revisions to existing veterans' protection regulations.  Copies of the regulations can be found here:  www.regulations.gov]]></description>
		<link>http://www.hudsonmann.com/ofccp-publishes-proposed-vevraa-regulation-revisions/</link>
			</item>
	<item>
		<title>OFCCP Strengthens Enforcement Efforts</title>
		<description><![CDATA[In keeping with their promise of "full-scale, aggressive enforcement" efforts, the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has implemented a new Active Case Enforcement (ACE) directive that strengthens up their compliance evaluation process.  The most significant change is that every 25th audit will include an on-site review, even in the absence of indicators of non-compliance or discrimination.  Additionally, every compliance review will undergo a full desk audit.  This directive is effective for all compliance evaluations started on or after 1/1/2011.]]></description>
		<link>http://www.hudsonmann.com/ofccp-strengthens-enforcement-efforts/</link>
			</item>
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		<title>OFCCP&#8217;s 2012 Budget Proposal</title>
		<description><![CDATA[OFCCP recently published their budget request for FY 2012 which outlines their goals for the coming year as well as the funding they want to reach those goals.  The proposed budget of $109,010,000 represents a $3.6 million increase over the requested budget for FY 2011.  It also provides for the hiring of an additional 13 full-time employees.

Enforcement statistics for FY 2010 were also made available in the proposal.]]></description>
		<link>http://www.hudsonmann.com/ofccps-2012-budget-proposal/</link>
			</item>
	<item>
		<title>Employers To Enhance Inclusion Hiring</title>
		<description><![CDATA[DirectEmployers Association, a nonprofit HR consortium formed by leading global employers committed to improving labor market efficiency, and HudsonMann Inc., a leader in the Affirmative Action Plan outsourcing and compliance, are excited to announce their strategic partnership.]]></description>
		<link>http://www.hudsonmann.com/employers-to-enhance-inclusion-hiring/</link>
			</item>
	<item>
		<title>A Look at OFCCP&#8217;s 2011 Regulatory Agenda</title>
		<description><![CDATA[OFCCP recently published its regulatory agenda for 2011 and held an online Q&#038;A session regarding their plans for the year.  Below is a look at the four major regulatory initiatives that are in store.  We've listed them in order of their planned release dates.]]></description>
		<link>http://www.hudsonmann.com/ofccp-2011-regulatory-agenda/</link>
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