Products by Berkshire Associates Inc.

Office of Federal Contracts and Compliance Programs’ (OFCCP) Notice of Proposed Rule Making (NPRM) on a Compensation Data Collection Tool is expected to have a substantial impact on the compliance ...Read More

Office of Federal Contracts and Compliance Programs’ (OFCCP) Notice of Proposed Rule Making (NPRM) on a Compensation Data Collection Tool is expected to have a substantial impact on the compliance efforts of federal contractors. In Berkshire Associates’ latest white paper, ‘Compensation Data Collection Tool Update,’ examines the potential changes and consequences of this new rule.

“According to Department of Labor’s (DOL) spring 2011 agenda, the NPRM is scheduled in June 2012,” says one of the authors, Suzanne Keys, SPHR. “With this in mind, now is the time contractors should begin thinking about how changes could affect their procedures and policies in order to prepare for a new data collection tool. Making sure compensation policies, procedures, and decisions are documented and easily accessible could be helpful regardless of what tool is adopted in the future.”

When it comes to effective affirmative action compliance—one size doesn’t always fit all. Depending on the industry, affirmative action compliance and planning can vary greatly. This is especially true ...Read More

When it comes to effective affirmative action compliance—one size doesn’t always fit all. Depending on the industry, affirmative action compliance and planning can vary greatly. This is especially true when it comes to the needs, expectations, requirements, industry trends, and solutions for best practices.
Three industries that must comply with affirmative action regulations, but have differing concerns and requirements, are the manufacturing, healthcare, and
financial industries.

Many companies are faced with the question of how to improve their recruitment operations. Applicant tracking systems were developed to help alleviate the perplexities of the recruitment process. ...Read More

Many companies are faced with the question of how to improve their recruitment operations. Applicant tracking systems were developed to help alleviate the perplexities of the recruitment process. However, before selecting an applicant tracking system, there are a few factors or questions to consider in the decision making process.

First, the main decision-making authority must be identified. Recruitment and hiring affect the entire company, so input must be considered from not only executives, managers, and human resources, but all functional divisions of the organization. It is also vital to get buy-in from technology groups, since they may be the ones to ultimately support the applicant tracking system...