We develop easy-to-read, cost-effective affirmative action plans (AAPs) for our customers. Never developed an affirmative action plan before? Not a problem! Call us at 866-433-6752 for a quote. We can get one in place for you very quickly. If you already have AAPs in place, we'll develop your next round of AAPs for a price lower than what you are curently paying. We will show you how our expertise in AAP development can put you in compliance while saving you thousands of dollars. When we develop your AAP, you receive a fully compliant, easy-to-read affirmative action plan that you can integrate into your decision making processes. You don't have to face the OFCCP alone, we are here to help.

Our approach is ideal for companies with single or multiple locations. We have helped many clients put their affirmative action plan program in place at multiple locations with ease and simplicity. Our affirmative action plans meet all of the OFCCP’s legal requirements, including the narratives and analyses (e.g., availability, utilization, placement goals, job group analysis, impact analyses). Call us today at 866 433 6752.

We file EEO-1 reports on behalf of our customers. All employers with 100 or more employees or federal government contractors and first-tier subcontractors with 50 or more employees and a contract amounting to $50,000 or more must file an annual EEO-1 report with the EEOC by September 30 of every year. Let us reconcile your employee data and file your EEO-1s for you.

We file Vets-100 reports on behalf of our customers. The Federal Contractor Program requires that any contractor receiving a contract from the federal government in the amount of $25,000 or more, or any subcontractor receiving a contract in the amount of $25,000 or more from such a covered contractor must file a VETS-100 Report on an annual basis. Let us help you retain your federal contracts by filing these required reports on your behalf.

We conduct compensation analyses. This is an area of focus these days, particularly as equal pay for equal work takes center stage at the US Department of Labor. Be proactive. Don’t wait until an audit is called to start analyzing your compensation data. That can be costly. We will help you minimize your risks by analyzing your compensation data using the OFCCP’s recommended approach, along with other approaches that have been recognized by the Courts. Our analyses include cohort analysis, median analysis, ‘t-test’ and regression analysis. We’ll look at your compensation data from different angles, analyze it using different approaches and offer recommendations, if problems exist.

We manage affirmative action plan audits. In case of an audit, our consultants can perform the role of the main interface between your company and the Office of Federal Contract Compliance Programs. We will come on-site during that phase of the audit to help you answer those tough questions that normally come up during a review.

AA Planning Guide. A critical component of your company’s affirmative action plan involves the accumulation and analysis of accurate applicant, hire, promotion, transfer and termination data. To help your human resources professionals and other managers at each location facilitate this process, we can write an Affirmative Action Plan Administration Guide for your organization. This is a great tool for managers. It will help your company stay in compliance and minimize risk.

We help you develop good faith strategies. Our consultants provide coaching on the results-oriented steps your organization can take to demonstrate good faith in complying with equal employment opportunity laws.

Self-Audits. We can help your company conduct self-analyses to determine the status of women and minorities at all levels of its business and help you determine the causes of any problems identified. These self audits will examine the decision points of your employment practices – hiring, compensation, promotion, transfers, RIFs, and termination. We’ll provide recommendations to correct any problem areas, and improve the process.