While all employers should follow EEOC laws, certain government contractors must also have specific affirmative action programs in place. These programs are designed to eliminate discrimination in the workplace. Not having an affirmative action plan in place can also result in serious penalties.
At InterConnect Human Resource Services, our affirmative action compliance training team has helped many companies achieve compliance with these requirements. We’ve put together this short guide to help you understand what exactly is covered by affirmative action programs, and how you can achieve compliance.
Which employers are required to implement affirmative action programs?
Not every employer is required to have an affirmative action plan (AAP) in place. Employers are subject to AAP requirements if they:
- Are a federal contractor or subcontractor.
- Have 50 or more employees.
- Have a government contract worth at least $50,000, or have government bills of lading totaling $50,000 or more in 12 months.
- Serve as a depository of federal funds, have FDIC or NCUA insurance, or act as an issuing or paying agent for U.S. savings bonds.
What your affirmative action plan may involve
Once you’ve determined that affirmative action requirements apply to your company, then it’s time to put a written plan into place. In simple terms, an AAP should include statistical analyses of an employer’s utilization of workers from protected classes. These classes include women, veterans, minorities, and people with disabilities.
An AAP should also outline the steps that an employer will take in order to improve the utilization of individuals from these protected classes in their workforce. This may also include company-wide training programs and outreach efforts. It’s important that these procedures are incorporated into the employer’s written policies, and they should be regularly updated.
In addition to having a written plan in place, you also must also meet requirements set by the Office of Federal Contract Compliance Programs (OFCCP). According to the OFCCP, you’ll need to properly document your recruiting and hiring activities, as well as track and analyze employment data and compensation.
How affirmative action compliance training can help
As you can probably imagine, affirmative action programs are very complex to create. They cover a significant amount of information, and they must meet very specific federal requirements. This is often too much for in-house teams to handle, but failing to achieve compliance can have a number of negative effects for employers.
First, you might not realize that your company’s hiring team has neglected individuals from protected classes. By putting a written plan in place and sticking to it, you can help create a more diverse workforce, which benefits everyone.
Second, failing to comply with affirmative action requirements can result in serious penalties, including losing your valuable government contract. This is why many employers seek the help of affirmative action compliance training programs.
At InterConnect Human Resource Services, our affirmative action compliance training team will explain everything you need to know to achieve and maintain compliance. We can also help create your written action plan and ensure you are properly documenting hiring practices according to OFCCP requirements.
Book an affirmative action compliance training session today
The experts at InterConnect Human Resource Services would be happy to help with your affirmative action plan needs. We’ll help you stay compliant with ongoing requirements and ensure your action plan is perfectly executed.
Contact us today to learn more about our affirmative action compliance training programs.