Welcome to the HudsonMann Family! We look forward to assisting you with your Affirmative Action Plans. To aid in this process, we ask that you please download your New Client Handbook to use as a reference tool. As always, please contact us if you have any questions.
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 […]
Our latest tool, the OFCCP Audit Survival Guide, is a free resource full of tips, templates and best practices for a successful compliance review.
At its highest level, Affirmative Action is a commitment by a company to make every good faith effort to take positive, results-oriented steps to eliminate employment barriers to women, minorities, veterans and individuals with disabilities. Affirmative Action is not a quota system or requirement to extend preference to unqualified candidates. In fact, government regulations forbid […]
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 […]
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 […]
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 […]
It is a best practice to update your EEO Policy Statement annually and post it on your career page, on company bulletin boards and where applicants and employees can see it. Federal affirmative action regulations mandate that Federal contractors include an Equal Opportunity (EO) clause in all contracts, subcontracts and purchase orders. The intent is […]
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 […]