| 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.
|