AFFIRMATIVE ACTION PLANNING

AFFIRMATIVE ACTION PLANNING:

THE ONGOING QUESTIONS!!

For the 30-plus years that we’ve been developing Affirmative Action Plans and supporting programs and documentation, we’ve found many common client questions and concerns that repeat themselves. Periodically, we’ll address a few on our “Blog” in an effort to help you. Don’t hesitate to call or write with questions of your own!

TODAY’S AFFIRMATIVE ACTION QUESTION:

“Our company has a location in a different state than Corporate Headquarters. How do I cover them in our Affirmative Action Plan?”

ANSWER:

The key points to consider:

1. Federal contractors that are subject to Affirmative Action regulations must develop and maintain an Affirmative Action Plan for EACH of its establishments.
2. Every employee must be included in an Affirmative Action Plan.
3. Employees must be reported in the Affirmative Action Plan of their manager. That is, if they work in a different location, they will be reported in the AAP that the manager is reported in.
4. If a location has fewer than 50 employees, there are three options:
a. Develop an AAP just for that location
b. Report the employees in the AAP that performs the employment activities and/or personnel function for them
c. Report the employees in the AAP where their managers are reported
5. If the location has more than 50 employees, and the managers are at the same location, it would be appropriate to develop an AAP for that location.


MORE ON DEMOGRAPHICS TO COME………………