Any contractor doing business with the United States government must be aware of all federal Affirmative Action Plan (AAP) requirements and develop a strategy in accordance with these guidelines. Contractors must maintain all appropriate records, send any and all required communications and notifications, and comply with performance review standards to ensure alignment.
But keeping up with all essential requirements can quickly compound into a dizzying headache for firms without internal personnel to maintain compliance. That’s where we come in.
InterConnect Human Resource Services’ experts relieve your team’s stress of ensuring alignment with all Affirmative Action requirements. We give you the peace of mind that your plan is carried out in full adherence to federal requirements, so you can focus your energy elsewhere. Here’s what you need to know about AAPs.
What AAPs Detail for Contractors
These plans highlight how a company recruits, hires, trains, and promotes minorities, women, those living with disabilities, and U.S. military veterans, ensuring that each is given equal opportunities for employment.
All contractors must follow rigorous guidelines to meet federal standards and provide a level playing field for applicants. Maintaining these requirements not only gives all candidates equal access to employment but helps ensure that contractors are eligible for federal contracts in the future—and mitigates the risk of an audit or potential penalty by the Office of Federal Contract Compliance Programs (OFCCP).
Human resources teams manage compliance with, and execution of, all federal AAP standards. However, it can be difficult for internal HR teams to navigate the complexities of such requirements, which is why many contractors outsource their AAP management to external HR organizations like InterConnect.
Why You Need an AAP
Section 503 of the Rehabilitation Ace of 1973 states that any federal contractors with federal contracts at $10,000 or more must implement affirmative action plans as they relate to qualified persons living with disabilities.
Similarly, the Jobs for Veterans Act (which was before amendment known as the Vietnam Era Veterans’ Readjustment Assistance Act of 1974) requires contractors to implement affirmative action for United States military veterans living with service-related disabilities, as well as providing protections for veterans with other needs and conditions.
Finally, Executive Order 11246 requires that contractors or subcontractors with 50 or more employees and whose contract totals or exceeds $50,000 must design and execute an AAP.
Despite these requirements, workplace discrimination persists in the United States. However, ending this discrimination has been and remains one of the federal government’s highest priorities—though significant work from both the government and businesses still lies ahead. Employers with federal contracts help ensure that discrimination comes to an end by implementing and following an AAP.
Trust InterConnct to Meet Your Federal Affirmative Action Plan Requirements
Finalizing a contract with the United States federal government is a monumental achievement—but it’s one that comes with responsibility and often intense pressure. When you turn to us to manage your AAP requirements, you can rest assured that our team of specialists will meet all federal requirements so you can focus on the most important thing: keeping your business moving uninterrupted.
Ready to learn more about how we can help you maintain compliance with your AAP? Reach out to us today.