Feds require jobsearch sites to keep copies of resumes

Look at this email that was received today from the career services dept. at Columbia University. It's pretty scary. The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) office is requiring Monster.com (which provides online resume/job search services for our career office atColumbia) to keep all copies of the resumes submitted to Monster.com. From the letter attached below, it appears that this applies not only to Monster.com but to ALL online job listing companies. It doesn't provide any explanation for why our resumes (and hence our personal job/life history) is being recorded.

Here's a copy of the email:

From: careereducation@columbia.edu
Subject: IMPORTANT INTERVIEWTRAK CHANGE
Date: February 6, 2006 3:48:31 PM EST
To: undisclosed-recipients:;
Dear Students,
We are writing to inform you of an important change to InterviewTRAK. Due to new federal legislation requiring MonsterTRAK, and all online job listing companies, to record a"snapshot" of a candidate's resume once it has been submitted, you canno longer update, replace or delete your resume once it has been submitted it to an InterviewTRAK event.
If you have updated or replaced your resume prior to February6, 2006, the employer received the correct submission and you do not need to act.
However, after Monday, February 6, 2006, please be very careful when submitting resumes to InterviewTRAK events, because once you have submitted a resume to an event, you will no longer be able to update, replace, delete or remove a resume and therefore will not be able to alter or delete the resume submitted for that event. If you have any questions or need technical assistance, please email student.monstertrak@monster.com.
If you would like more information on this new ruling by The Department of Labor's Office of Federal Contract Compliance Programs(OFCCP), please visit MonsterTRAK's OFCCP site at [Link]
Thank you for your cooperation.

Looks like this explains the record-keeping: Link. Has to do with a ruling issued in October, 2005 by the Department ofLabor Office of Federal Contract Compliance Programs (OFCCP). Ther uling went into effect today.