Indiana

Jackson Lewis - OFCCP Directs Employers on Counting Employees in Setting Affirmative Action Plan Goals

"The Office of Federal Contract Compliance Programs (?OFCCP?) has updated its existing interim guidance regarding the use of the ?new? race/ethnicity categories as part of affirmative action plan preparation. As part of the updated interim guidance, the OFCCP has advised that employers should count employees identifying themselves as ?Two or More Races? as minorities in analyzing minority representation as compared to availability (when conducting utilization analyses and setting placement goals). Prior to this guidance, the OFCCP had not provided clear direction to employers about how to classify employees properly who identify themselves as ?Two or More Races.?
In 2007, the EEOC changed its EEO-1 report form. Among other things, it:

1. Separated ?Hispanic or Latino? from other race categories and instead classifying it as a separate ?ethnic? category;
2. Added a ?Two or More Races? race category; and
3. Divided the former ?Asian or Pacific Islander? race category into two separate categories ? ?Asian? and ?Native Hawaiian or Pacific Islander.?"

Full post as published by Indiana Civil & Business Lawyer on September 25, 2008 (boomark / email).