Satisfying OFCCP's Internet Applicant Rules
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- Four Prongs to Internet Applicant Definition
- Express Interest
- Basic Qualifications
- Removed From Consideration
- Data Management Techniques
- What Records Must Be Kept?
- How to Manage Applicant Data Associated With Job Fairs, College Recruiting and Employment Agencies
- Issues Associated With New Technologies – Facebook® and LinkedIn®
- OFCCP's Monitoring Adherence to Internet Applicant Rule
- Effective Use of Applicant Data to Monitor for Adverse Impact and Defend Hiring Process
Matthew J. Camardella, Esq., Jackson Lewis LLP
- Partner in the Affirmative Action Practice Group at Jackson Lewis LLP, a national firm representing management exclusively in labor and employment matters
- Regularly advises and counsels employers from all industries throughout the country about this legally specialized area of law
- Directs the preparation of more than 400 AAPs each year and has defended hundreds of OFCCP audits, including corporate management compliance evaluations, for a broad range of employers across the country
- Serves as the practice group lead on responding to OFCCP allegations of systemic discrimination and has successfully resolved dozens of such claims
- Serves as general counsel to the American Association for Affirmative Action
- Regularly presents to industry liaison groups and other employer organizations around the country on EEO, affirmative action and diversity issues, including the Philadelphia Liberty ILG, for which he serves as vice-chair
- B.A. degree, College of the Holy Cross; graduate, with honors, Hofstra University School of Law
- bio info
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