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curs or the local public employment office where the opening occurs. Contractors may also use private recruiting services to satisfy this posting requirement.
OFCCP has issued notice on its website that until the effective date of the new regulations on September 7, 2007, it "will not cite a contractor for non-compliance solely because it has failed to list all of its employment openings with the appropriate employment service delivery system or the appropriate local employment service office, provided that it continues to make good faith efforts to recruit and employ qualified covered veterans."
Contractors are reminded that OFCCP will continue to examine a contractor's overall good faith efforts to employ qualified protected veterans and are provided with the following list of recommended affirmative action steps:
· Create partnership arrangements with local and national recruiting sources for referral of qualified covered veteran applicants;
· Establish a relationship with the Local Veterans' Employment Representative or his or her designee;
· Recruit covered student veterans at educational institutions;
· Create partnership arrangements with veterans' service organizations to employ qualified covered veterans;
· Establish relationships with the Veterans Administration Medical Center job placement programs;
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· Advertise job openings and recruit qualified covered veterans during company career days and/or related activities in the local community;
· Encourage subcontractors to seek qualified covered veterans for employment opportunities; and
· Contact the Local Veterans' Employment Representative when new Federal contracts are obtained, or when significant hiring will occur.
For more details on the new regulations, see OFCCP's website at http://www.dol.gov/esa/ofccp/.
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