Affirmative Action Solutions

AFFIRMATIVE ACTION NEW YEAR

2012-01-06T15:23:00.002-05:00

HAPPY NEW YEAR!!!

Wishing all of you a healthy and prosperous 2012! And, with the beginning of a fresh new year, many of us have the responsibility to update our Affirmative Action Plans. And for many, sheer panic arises at the thought. Here are some hopefully calming thoughts to get started on the process:

· Keep it simple by first getting organized:

Ø First, collect all of the data that you will be working with…it’s gotten so much easier these days with technology

Ø Second, make sure it’s accurate before you go any further. This is time well spent. Be sure you have all employees in the EEO Classifications and/or Job Groupings that you feel comfortable with (you are the one that has to defend it); be sure they are in the right race/gender and wage classifications. If you have enormous discrepancies, and need to move forward with updating your Plan, go forward!! Make the discrepancies a part of your ACTION PLAN! Too few of us remember that that is exactly what the AAP is!

Ø Start with a balance sheet. Ages ago, the EEO-1 Report was intended to be the base report for all of your Affirmative Action reports. Few of us have that luxury today (since the dates are usually different), so create a mock EEO-1 report and use it as your balance sheet.

Ø GO! Yes, you have to follow the regulations, but this is YOUR AFFIRMATIVE ACTION PLAN. Satisfy the requirements, but customize and explain “your” story as much as possible.

BE AWARE: On December 9th, The Office of Federal Contract Compliance Programs (OFCCP) announced a proposal to strengthen the affirmative action requirements of federal contractors to improve employment for individuals with disabilities. This has generated enormous interest and concern from employers as to the potentially demanding requirements. Read more about the proposed ruling by going to: http://www.dol.gov/ofccp/regs/compliance/sec503/Sec503_Media_Release_2011-12-07.htm Further, you can attend a free Webinar on this Section 503 proposal on January 11, 2012 from 2:00 p.m. to 3:30 p.m. OFCCP Branch Chief for Policy Naomi Levin will review highlights of the proposed rule and discuss how you can weigh in on the process.

To register for the online event:. 1. Paste this URL into your web browser to get to the register link - https://doltraining.webex.com/mw0306ld/mywebex/default.do?siteurl=doltraining2. Click "Register".3. On the registration form, enter your information and then click "Submit".

AFFIRMATIVE ACTION ANNIVERSARY MONTH!!!

2011-04-25T15:40:00.002-04:00

THIRTY THREE YEARS IN THE AFFIRMATIVE ACTION BUSINESS!!!

April is the month we celebrate the founding of our affirmative action consulting firm and this year marks 33 big ones!!

As the founder and President, I am so proud that our services have continued to support and enhance our clients efforts toward affirmative action.

In many ways, not so much has changed in all of those years. The Contractors that we have dealt with for so long deserve enormous credit for all of their reach-out and good faith efforts. It has been a privilege to be a part of those efforts and goals.

In some ways, so much has changed, and it has been an amazing journey to learn about and stay on top of those changes.

Thank you to all of those involved that have cultivated our business and made it as strong and successful as it is today, after all those years!!

My wish for the future of affirmative action is that the reporting becomes less of a driving factor than in previous years. Rather, that the corporate conscience directs us all in the best way to move forward toward the goal of prosperity while keeping the value and respect of all people in the highest regard.

It is with great pride and gratitude that we move forward with our terrific existing and future clients.

Thank you to all of you!!

Sincerely,

Susan G. Michalek

President

HAPPY NEW YEAR!

2011-01-05T09:35:00.002-05:00

It's a brand new year and the Office of Federal Contract Compliance Programs (OFCCP) has released its New Year budget requests with enforcement initiatives.

It's extremely obvious that in 2011, the OFCCP is motivated and working aggressively to enforce affirmative action regulations.

Be prepared!! Be certain to:

Update your Affirmative Action Plan
Maintain and keep current the internal implementation of your Affirmative Action Plan
Follow through on all of the commitments that you are making within your Affirmative Action Plan
Review and audit the Affirmative Action Plan according to the regulations

AND MUCH MORE!!!! Stay tuned to our blog to check up on helpful tidbits and current Affirmative Action Information. Don't get caught unaware.

We can help!!!

Affirmative Action is Alive and Well

2010-10-28T10:45:00.002-04:00

Affirmative Action is alive and well!

Back pay and forced job offers are a real and active part of the Office of Federal Contract Compliance Programs (OFCCP) settlements. In a recent settlement with the OFCCP, Coca-Cola Bottling Company Consolidated after eight years of negotiations, is handing out $495,000.00 in back pay and interest to ninety-five African-American and Hispanic job applicants who were turned down for jobs by Coca-Cola. They will also receive job offers and those hired will have retroactive seniority.

CAN YOU AFFORD THAT?

Are you prepared to defend your employment practices? Do you have a current Affirmative Action Plan that’s more than a book collecting dust on a shelf?

WE CAN DO THAT FOR YOU.

CCA will insure that you have a compliant and effective Affirmative Action Plan, meeting all Federal regulations.
If you are a non-construction Federal Contractor with 50 or more employees and $50,000.00 or more of Federal Contracts, has Government bills of lading which in any 12-month period total or can reasonably be expected to total $50,000.00 or more; serves as a depository of Government funds in any amount; or is a financial institution which is an issuing and paying agent for US savings bonds and savings notes in any amount, you must develop and maintain a written affirmative action program for each of your establishments.

CALL US TO HELP YOU.

We will work with you as little or as much as you require. We will handle the program entirely or train in-house staff.
For over 32 years we have been developing Affirmative Action Plans for small and large Federal Contractors all over the country. We are experts in developing all the required EO11246, as amended elements:
· Job Group Analysis
· Work Force Analysis
· Availability Factor Analysis
· Incumbency Analysis
· Placement Goals
· Adverse Impact Ratio Analysis

NEW HAPPENINGS AT THE O.F.C.C.P.

2010-06-18T08:27:00.002-04:00

BEWARE OF NEW HAPPENINGS IN THE AFFIRMATIVE ACTION ARENA!!!

The Affirmative Action arena is full of activity right now. It's critical that Federal Contractors and Subcontractors are aware of the new happenings, changes, regulations and requirements.

DID YOU KNOW??:

NEW EXECUTIVE ORDER 13496

On January 30, 2009 President Obama signed this Executive Order into effect to require federal contractors and subcontractors to post employee notices informing employees of their rights under the National Labor Relations Act (NLRA). The E.O. falls under the jurisdiction of the Department of Labor and is in effect as of Monday, June 21, 2010.

Unless you are a Prime Contractor with an excess of $100,000.00 of Federal contracts, or a Subcontractor with less than $10,000.00, you must post the notice in conspicuous places within the work place, as well as electronic postings. In addition, contractors are required to insert the related provisions in their subcontracts that require their subcontractors to post the employee notice as well.

FUNCTIONAL AFFIRMATIVE ACTION PLANS SUSPENDED!!!

The Office of Federal Contract Compliance Programs (OFCCP) has temporarily stopped approving any new contractor requests to develop Functional Affirmative Action Plans (FAAP's) or to renew existing FAAP agreements. The OFCCP is in the process of reevaluating its policies and will be issuing new guidelines for these Plans.

In the meanwhile, contractors without renewals and contractors applying for FAAP's should continue to develop their Affirmative Action Plans under the "establishment" model.

Contractors with current FAAP agreements should continue as usual until further notice from the OFCCP.

AND THERE'S MORE....................STAY TUNED!!!

AFFIRMATIVE ACTION PLANNING

2010-02-14T08:55:00.001-05:00

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!

What is a Job Group Analysis?

A Job Group Analysis is an integral and required part of your Affirmative Action Plan. It is the very first step in the contractor’s analysis of minorities and women in the work force. The purpose of the Job Group Analysis is to combine job titles within your organization in order to compare the minority and female representation to the estimated availability of qualified individuals.

The guidelines require that jobs within the contractor’s organization be grouped by:

· Similar Content
· Similar Wage Rates, and
· Similar Opportunities

“Content” refers to the duties and responsibilities of the job titles within the job group.

“Opportunities” refers to mobility, training, promotability, and other career opportunities within the job group.

Some important points to know:

1. The Job Group Analysis must contain a listing of job titles within each group
2. A notation must be made of any jobs within a group that are located at another establishment, and represented in that establishments’ Affirmative Action Plan if that establishment maintains one
3. The analysis must include the percentage of minorities and women in each job group

Smaller employers, good news!! Contractors with fewer than 150 employees may prepare the Job Group Analysis using the EEO-1 job Categories: Officials and Managers, Professionals, Technicians, Sales, Office and Clerical, Craft Workers, Operatives, Laborers and Service Workers. They are not required to develop job groups within those EEO-1 categories.

MORE INFO TO COME!!!!!

AFFIRMATIVE ACTION PLANNING

2009-10-20T09:39:00.001-04:00

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………………

Affirmative Action Common Questions

2009-10-04T14:14:00.001-04:00

AFFIRMATIVE ACTION PLANNING: The Ongoing Common Questions!!

First Things First!!

Do I have to have an Affirmative Action Plan?

Over the years, it’s been amazing how many employers do not qualify as Federal Contractors, as well as those that do qualify, and do not realize it.

The Executive Order 11246 states:

“Each non-construction contractor/subcontractor with 50 or more employees is required to develop a written Affirmative Action Program (AAP) for each of its establishments within 120 days from the start of the Federal contract, if it:

· Has a Federal contract or subcontract of $50,000 or more;
· Has government bills of lading which in any 12-month period total, or can reasonably be expected to total, $50,000 or more;
· Serves as a depository of Federal funds in any amount; or
· Is a financial institution that is an issuing and paying agent for U.S. savings bonds and savings notes in any amount.

Not all of our locations do government work. Do they need to be covered?

Definitely a repeat question! One of the most misunderstood pieces of the regulations is that a contractor that meets the requirements must develop an Affirmative Action Plan for “each of its establishments”. Be careful. This does not mean that each location has to have 50 employees or the $50,000 in Federal Contracts. If the “parent” company meets the requirements then every employee must be covered in an Affirmative Action Plan. It is possible, however, that you have a related business or organization that may not qualify as a “single entity” and stand alone and apart from the Affirmative Action Requirements. The O.F.C.C.P. (Office of Federal Contract Compliance Programs) uses a “single entity” test to determine if the businesses or organizations are this closely related or not. The considerations include whether:

1. The entities have common ownership;
2. The entities have common directors and/or officers;
3. One entity has de facto day-to-day control over the other through policies, management or supervision of the entity’s operations;
4. The personnel policies of the entities emanate from a common or centralized source; and
5. The operations of the entities are dependent on each other.

UP NEXT: How do I cover our smaller locations?
What do we do with Sales people that work out of their homes?
I have a location right down the street, where do I put them?

Affirmative Action Plan Services: Analyses and Reporting

2009-03-11T11:53:00.003-04:00

Our Affirmative Action Plan Services

Corporate Compliance Associates offers a wide range of services, from comprehensive Affirmative Action Plans and Programs to Compliant Forms development. Whether you require a complete Affirmative Action Program for multiple locations or simply the development of Availability Factor Forms for a single establishment, contact us for your compliance needs. Each completed AAP includes the following statistical analyses required by the OFCCP:

• Job Group Analysis
The Job Group Analysis is a view of the work force displaying all EEO-1 Job Classifications and/or Job Groups within EEO-1 Job Classifications by race and gender.

• Work Force Analysis
A Work Force Analysis generally profiles the composition of the work force by departments or other similar organizational units. The display must include all job titles ranked from the lowest to the highest paid within each department or organizational unit, including the salary or wage rate, the total number of incumbents in each job title, and the race and gender of those employees.

• Availability Factor Analyses
With recruitment and demographic information provided by the client, the Availability Factor Analysis determines the availability of minorities and females for each EEO-1 Job Classification and/or Job Group.

• Incumbency Analyses
Replacing the outdated “Utilization Analysis,” the Incumbency Analysis determines the need for Placement Goals by comparing the Final Availability percentage for minorities and females to the number of incumbents within the organization.

• Placement Goals Report
As required in the regulations, a Placement Goals Report is the final presentation of Annual Goals per EEO-1 Job Classification and/or Job Group.

• Adverse Impact Ratio Analyses
The newly required Adverse Impact Ration Analyses is performed by actual O.F.C.C.P. formulas to satisfy the regulations. It is also an extremely useful tool to audit all hiring, promotion and termination activities.

We also provide you with comprehensive draft narratives (one for minorities and females, and one for veterans and individuals with disabilities). The narratives can also be provided to you on diskette so that you can easily customize them to reflect your company’s specific AAP initiatives and policies. We include checklists and supporting documentation for your implementation of the Plan. AND, we do not disappear after the initial work is done. We continue to be available to you to review the Plan and provide any additional guidance you request.

Additional Affirmative Action Planning Services
- Applicant Flow Logs
- Hire/Termination/Promotion/Transfer Logs
- Internal Communications, such as Harassment and EEO Policy
- Job Descriptions

We Also Offer Training and Coaching Services for:
- Interviewing Techniques and Do's and Don'ts
- Sexual Harassment
- EEO / Affirmative Action
- AAP Turnaround Time

In many cases we can complete your Affirmative Action Plan in two to three weeks if necessary. Normal completion of a complete Affirmative Action Plan is 30 - 45 days. Any client involved in a Compliance Review takes front and center stage.

What We Are Not

We are not a job shop pumping out AAP’s. CCA is committed to and takes pride in having a relationship with each of our clients. We take a personal and professional approach to assuring your organization’s compliance with the current regulations.

Established in 1978 by a group of Human Resource professionals, who, through their expertise with ever-changing government regulations, recognized a serious need for compliance expertise in the areas of EEO and Affirmative Action planning.
For more than three decades, the focus has remained the same, advising our clients of the rules and regulations both current and impending, relative to EEO and Affirmative Action.

Recognizing that EEO and Affirmative Action can be a costly and time consuming commitment, our goal is to assist and support each client in whatever capacity that meets the specific needs involved.

TALK TO US ... We will be glad to discuss your needs or problems with you at anytime. You may email us, or call 440-564-9091.

Corporate Compliance

2009-02-12T10:43:00.003-05:00

By Steven Phillip Brown

With the globalization of integral business and corporation expansion, has come the increased focus on corporate compliance. Companies cannot do as they please; there are regulatory factors that balance ethics with rationality. For example, simply because a company can make a product cheaper by polluting the environment, does not give it the right to do so. Compliance simply means following the law. The law for corporations comes in many forms: federal laws, state laws, agency law, and industry standards. Breaking any of these regulations could have disastrous consequences for a company. According to Gentiva “The initial purpose of compliance was to act as a mitigating factor to reduce liability under the law. Over the years, compliance has evolved into a more integral business component with its focus on maintaining the company’s status as a good corporate citizen.” This emphasis and new standard has caused many companies to create a corporate compliance officer position where the sole duty of this individual is to maintain and monitor the company’s state of compliance. Some of the main concerns with corporate compliance are ethics, financial statements, equal opportunity / fair hiring practices, sexual harassment, and environmental preservation. Company’s that maintain vigilance on these fronts are normally safe when it comes to compliance issues. Maintaining a good record of compliance is not only beneficial, but more times than not will make or destroy a company. The main point is that non-compliance can affect a company’s bottom line.

Sexual Harassment: Civil Rights Act of 1964
Sexual Harassment is part of the Civil Rights Act of 1964 and applies to companies with 15 or more associates. It is defined as “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment” (http://www.eeoc.gov/types/sexual_harassment.html).The circumstances include but are not limited to:

• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser's conduct must be unwelcome. (http://www.eeoc.gov/types/sexual_harassment.html).
Sarbanes-Oxley Act

Passed in 2002, Sarbanes Oxley (SOX) was enacted to help win back the public trust in companies after the disasters of such companies as Enron and WorldCom. The first part of the act was to create the Public Company Accounting Oversight Board, which is charged with “overseeing, regulating, inspecting, and disciplining accounting firms in their roles as auditors of public companies” (http://en.wikipedia.org/wiki/Sarbanes-Oxley_Act).

EPA (Environmental Protection Agency)
The EPA comprises 18,000 people in headquarters program offices, 10 regional offices, and 17 laboratories across the country. The EPA employs a highly educated, technically trained staff, more than half of whom are engineers, scientists, and environmental protection specialists. A large number of employees are legal, public affairs, financial, and computer specialists.

The EPA provides leadership in the nation's environmental science, research, education, and assessment efforts. The EPA works closely with other federal agencies, state and local governments, and Native American tribes to develop and enforce regulations under existing environmental laws. The EPA is responsible for researching and setting national standards for a variety of environmental programs and delegates to states and tribes responsibility for issuing permits, and monitoring and enforcing compliance. Where national standards are not met, the EPA can issue sanctions and take other steps to assist the states and tribes in reaching the desired levels of environmental quality. The Agency also works with industries and all levels of government in a wide variety of voluntary pollution prevention programs and energy conservation efforts.

In July of 1970, the law that established the EPA was passed in response to the growing public demand for cleaner water, air and land, spurred by such scandals as the 1969 Cuyahoga River fire. Prior to the establishment of the EPA, the federal government was not structured to make a coordinated attack on the pollutants which harm human health and degrade the environment. The EPA was assigned the task of repairing the damage already done to the natural environment and to establish new criteria to guide Americans in making a cleaner environment a reality.

Compare Company’s Researched

Toyota North America Inc and Denny’s Inc.
Both company’s, Toyota Motor North America Corporation and Denny’s Inc. were cited in a lawsuit claiming sexual harassment against a female employee. Involvement by the EEOC helping both employees with their claim helped with changing the mindsets of both company and employees. The size of the company did not play a fact in the lawsuits but showed that any type of discrimination or sexual harassment will not be tolerated.

According to the Civil Rights Act of 1964, Title VII, it states:
“Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).”

Harassment is unwelcome conduct that is based on race, color, sex, religion, national origin, disability, and/or age. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

(http://www.eeoc.gov/types/harassment.html)

Both company’s tried to silence the acquisations by either terminating the employee as in the lawsuit against Denny’s, Inc. or relocating the employee to a different department then termination as in the lawsuite against Toyota North America Corporation. In either lawsuit, the person in charge was in the wrong.

Apple Computers
The first company looked at in violation of the SOX was Apple Computers in which an internal investigation showed that there was backdating of stock options. The results for Apple Computers were developing a special committee to investigate the allegations. Though the investigation found no fault on the part of Apple Computers there were some serious concerns raised. The end results for Apple Computers would proactively report to the SEC as well as providing non-cash charges for compensation relating to past stock option grants.

Wind River Systems
Next were Wind River Systems the international software company was found itself non-compliance with the regulations of the Sarbanes-Oxley with managing financial risk. The problem was solved Wind River streamlining its fragmented accounting teams in to three regional teams as well as closing unnecessary bank accounts. This reduced the risk of fraud as well as saving Wind River Systems thousands of dollars in unnecessary banking fees.

MSN and AOL
Another phase of protection that the SOX offer corporations as well as their customers and investors is requiring internal security. With the age of computer the latest form of communication known as IM raises new security issues. A great deal of corporations in the corporate world is finding that they are more reliant on these sorts of technological advances. Two major providers MSN and AOL rely heavily on their corporate partners as well as staying compliant with the SOX. Therefore they partnered up with a software provider known as Akonix that provides the real-time requirements and internal controls required by the SOX for these IM services.

Conclusion
The importance of a compliance program in avoiding anti-competitive conduct under the Act, and in detecting and dealing with such behavior, should not be underestimated. The procedures put in place as the result of a compliance program serve not only to identify unlawful or questionable conduct, but also to promote awareness that will result in ethical standards of conduct.

Implementing an effective compliance program which addresses both criminal behavior and civil reviewable conduct is good business. It can help a company avoid the adverse publicity and financial costs associated with contraventions of the Act. A compliance program will also enhance understanding of what is acceptable behavior so that legitimate competitive practices can be vigorously pursued without unwarranted concerns of contravening the Act.

Steven Brown, MBA is a loving husband and father of two boys. He enjoys his time with his family by providing a strong family foundation of Christian Faith. After completing his Bachelors degree, Steven wanted to further his ability to teach and share to others his mindset that they can do anything if they would believe in themselves.

Article Source: http://EzineArticles.com/?Corporate-Compliance&id=679169

Do you need an Affirmative Action Plan?

2009-02-11T09:40:00.002-05:00

Who Needs an Affirmative Action Plan (AAP)?

The Federal Affirmative Action regulations require any non-construction contractor to develop and maintain a written Affirmative Action Plan for each of its locations if it has 50 or more employees and:

- Has a contract of $50,000 or more; or

- Has Government bills of lading which in any 12-month period, total or can reasonably be expected to total $50,000 or more; or

- Serves as a depository of Government funds in any amount; or

- Is a financial institution which is an issuing and paying agent for U.S. savings bonds and savings notes in any amount.

Corporate Compliance Associates, Inc. specializes in Affirmative Action Plans and Solutions for federal contractors and businesses with single and multiple locations. We offer comprehensive planning as well as minimal support for your AAP needs. Whether you require complete Affirmative Action Plans for multiple locations or simply the development of Availability Factor Forms for one establishment, Corporate Compliance Associates is perfectly suited to assist you in your compliance goals. AND, we do not disappear after the initial work is done. We continue to be available to you to review the Plan and provide any additional guidance you request.

What is an Affirmative Action Plan (AAP)?

2009-02-06T16:54:00.002-05:00

What is an AAP or “Affirmative Action Plan”?

An Affirmative Action Plan or Program is a management tool designed to ensure equal employment opportunity (EEO). Affirmative Action Programs contain a diagnostic component which includes a number of quantitative analyses designed to evaluate the composition of the workforce of the contractor and compare it to the composition of the relevant labor pools.*

Affirmative Action Programs also include action-oriented programs.*

If women and minorities are not being employed at a rate to be expected given their availability in the relevant labor pool, the contractor’s affirmative action program includes specific practical steps designed to address their underutilization.*

Effective affirmative action programs also include internal auditing and reporting systems as a means of measuring the contractor’s progress toward achieving the workforce that would be expected in the absence of discrimination.*

Based upon the above points, is your Affirmative Action Program doing its job? If you have any doubts, contact Corporate Compliance Associates Inc. Affirmative Actions Solutions to discuss your AAP and other compliance needs.

* From the Code of Federal Regulations, Special Edition of the Federal Register, Vol.41, Chapter60, As of July 1, 2002.

What is “Corporate” Compliance for Affirmative Action?

2009-02-03T14:36:00.004-05:00

What does “Corporate” Compliance imply as it pertains to Affirmative Action?

Government Contractors and Sub-Contractors must keep a myriad of required records outlined in both Federal and State employment laws. In addition, contractors must clearly define managerial responsibilities and accountabilities in regard to multiple regulations from the Department of Labor. Communication of these responsibilities is key to satisying the laws, as well as critical in creating and maintaining a fair and equitable work environment.

To help companies address and comply with these regulations, Corporate Compliance Associates, Inc. was established in the late seventies. This Custom Affirmative Action Plan Resource comprises a group of human resource professionals who, through their experience with ever-changing government regulations, recognized a serious need for corporate compliance expertise in the areas of Equal Employment Opportunity and Affirmative Action Planning.

With the introduction of Executive Order 11246, as amended, the need intensified for interpretation and implementation of the law. We continue to stay advised of the rules and regulations, both current and pending, relative to EEO and Affirmative Action so that you have a comprehensive resource to address your AAP needs.

Do you really, really need an Affirmative Action Plan? Well, if in doubt, consider this: In Fiscal Year 2008, the Office of Federal Contract Compliance Programs (O.F.C.C.P.) conducted over 4,300 compliance reviews. Those reviews set an enforcement record of more than $67,000,000 in financial remedies for more than 24,500 victims of unlawful discrimination.

Contact us today to find out how we can assist you in your affirmative action plan and compliance needs.

Welcome to the Corporate Compliance Associates Blog!

2009-01-09T09:52:00.007-05:00

We would like to welcome you to our new blog! In upcoming posts you will find information on Affirmative Action Plans, Equal Employment Opportunity news, AAP and EEO compliance, and other industry-related information. And of course you can contact us anytime to discuss your affirmative action program needs. Corporate Compliance Associates, Inc. offers AAP solutions to multiple location businesses and single location companies as well.