Yes, there is! The Checklist is designed to help contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 by answering a series of “yes/no” questions about their company’s practices and policies. Contractors are not required to use the Checklist, and using the Checklist does not ensure compliance with the Section 503 […]
How do you know if your company needs to maintain a federal affirmative action plan for women and minorities, veterans, and individuals with disabilities? Here are the questions you’ll need to ask to make that determination: How many employees do you have? Does your company have 50 or more employees? If your company has less […]
Due to the complexity of information provided in your Affirmative Action Plan we have created a brief document that walks you through the process of reviewing your HudsonMann Affirmative Action Reports. As always, please contact your Compliance Specialist with any specific questions.
IDENTIFICATION OF RACE /ETHNICITY Sourced from EEOC website 1 White (not Hispanic or Latino) – A person having origins in any of the original peoples of Europe, North Africa, or the Middle East. 2 Black or African American (not Hispanic or Latino) – A person having origins in any of the black racial groups of […]
AAP job groups are a subdivision of EEO Categories that more narrowly group jobs that require similar skills, have similar promotional opportunities, and pay similar wages. Your company determines its own job groups. The job group code can be letters, numbers, or a combination of both. If there are fewer than 150 employees in your […]
Description of EEO-1 Job Categories Sourced from EEOC website 1.1 Executive/Senior Level Officials and Managers – Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of organizations. Example: chief executive officers, chief operating officers, chief financial officers, line of business heads, presidents or executive vice presidents, chief information officers, chief […]
Adverse Impact Analysis: These reports are used by OFCCP to determine if discrimination has occurred. The percentage of hires, promotions, terminations and transfers are compared by race and gender using the two standard deviation analysis. If adverse impact is indicated you should conduct an analysis to determine if your personnel practices result in discrimination. Many […]
Federal affirmative action regulations mandate that Federal contractors include an Equal Opportunity (EO) clause in all contracts, subcontracts and purchase orders. The intent is to make the nondiscrimination and affirmative action provisions of Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act, and the Jobs for […]
If my company falls under AAP regulations but my business unit or location does not have any federal contracts do I still need an AAP for that location?
A separate business or organization without Government contracts may be covered under the laws enforced by OFCCP based on an integrated relationship or “single entity” status with a Government contractor. OFCCP uses a five-factor test for determining whether such a relationship exists. The test requires OFCCP to consider whether: the entities have common ownership; the […]
Good faith efforts can be described as goal-setting efforts to eradicate and prevent discrimination in the hiring process. One way of accomplishing this is through outreach. This entails developing targeted, meaningful relationships with different organizations that can assist in getting job openings in front of a diverse applicant pool. We have provided a couple of tools to […]