Affirmative Action Plan
Need an Affirmative Action Plan, Facing an OFCCP Audit or Need an EEO Management Plan? We Can Help.
Few words can strike fear into the heart of intrepid business owners quite like "OFCCP Audit". Administered by the Office of Federal Contract Compliance Programs (OFCCP), these audits are intended to insure that those in the public sector, including federal contractor establishments are following any affirmative action requirements and EEO management plan currently in place.
OFCCP Affirmative Action & Equal Employment Opportunity - What's the Difference?
First, it is important to understand what exactly is being audited. Equal Employment Opportunity - or EEO refers to laws that prohibit discrimination against anyone based on their race, color, religion, age, gender (including pregnancy, gender identity and sexual orientation), genetic information, or disability. These laws enable all applicants to have a fair shot at in a typical hiring, promotion, training or professional development process. Most importantly, EEO management plans are meant to create action within an organization. It is not enough to say you value a diverse workplace, you must show ways you are actively seeking employees of different races, colors, genders, etc.
In a typical organization, affirmative action refers to active ways to address past instances of discrimination. This does not mean unqualified applicants are hired, rather these quotas work to encourage the hiring of people with disabilities, minority groups or females. While affirmative action quotas are rare in the private sector, supply and service government contractors with more than 50 employees are required to develop and adhere to OFCCP affirmative action plans. Periodically, OFCCP conducts audits to ensure these contractors are adhering to these requirements.
What to Expect During an OFCCP Audit
Prior to conducting the audit, OFCCP will inform the contractor establishment of the date and time when a desk audit will be performed. From the time this notification is received, the contractor has 30 days to provide documentation regarding EEO and affirmative action compliance. If the contractor has all of their paperwork in order and no fault is found, the desk audit will be closed and the contractor will not be required to complete another audit for at least two years.
If the contractor is found to be in violation of any part of their EEO management plan or affirmative action requirements, an on-site review process will take place to review any discriminatory, or potentially discriminatory practices. Hiring managers, staff members and supervisors are typically included in this review process. If the contractor is found to be implementing an effective affirmative action plan and complying with all equal employment opportunity laws, the audit will be completed. If not, the contractor risks fines, penalties or losing their government contract.
Affirmative Action Outsourcing is the Answer
Your organization's ability to compete in the government contractor marketplace is greatly enhanced by your commitment to a diverse workplace. However, audits of your hiring practices take time and energy away from the fundamental goals of your organization. Imagine letting qualified, experienced experts see to your affirmative action needs in an efficient, effective manner. That dream is possible with Enform's affirmative action outsourcing. We specialize in:
- EEOC Compliance
- OFCCP Affirmative Action Plans
- OFCCP Audits
- ACE Procedures
- Hiring policies and procedures
Our HR experts can help you create hiring policies and procedures that create the diverse workforce you need, while remaining in complete compliance with federal regulations. Coupled with our vast knowledge of the desk audit procedures and paperwork that is required to complete it, our affirmative action outsourcing team can keep you focused on the projects and missions that keep you in business.
Call today to discuss your organization's affirmative action needs or fill out the contact form to be contacted by our expert team.
EnformHR was responsive to our HR needs, always well prepared and on time, working well with the staff and conducting themselves in the most professional manner possible at all times. Their invoices were fair and reflected the work both agreed to and anticipated.
- Philip Kimball, Executive Director (retired)