FosterThomas assists companies by developing fully compliant affirmative action plans. We exist to help companies remain in compliance. Our plans have successfully helped numerous companies pass audits by the Office of Federal Contract Compliance Programs (OFCCP).
Compliance with Executive Order 11246 and Affirmative Action Plan guidelines is a must. These initiatives are not only good for business, but companies who fail to properly administer their affirmative action responsibilities can be subjected to monetary fines, suspension of current contracts or in extreme cases debarment.
Affirmative Action Plan FAQs
Did you know?
If you have 50 or more employees and a contract or subcontract worth $50,000 or more, by law you must develop and maintain a written affirmative action plan (AAP).
A federal contractor has 30 days from the commencement of their first contract to develop their affirmative action plan.
The OFCCP (Office of Federal Contract Compliance Programs) is the regulatory authority and periodically conducts compliance reviews and desk audits of an organization’s affirmative action plan.
These reviews include an in-depth analysis of employee practices such as employment, transfer, promotion, hiring and termination.
Upon completion of the review, the OFCCP determines whether the organization is compliant with federal regulations.
FosterThomas assists companies by developing fully compliant affirmative action plans. We exist to help our companies remain in compliance. Our plans have successfully helped numerous companies pass audits by the Office of Federal Contract Compliance Programs (OFCCP).
We can also develop and file the required EEO-1 and Veteran 100 reports and can provide consultation and onsite support in the event of an OFCCP audit.
It is important to remember that affirmative action is not a quota but rather a continuing good faith effort by an organization to ensure that there is equal employment opportunity in all of its personnel decisions.
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FosterThomas begins each Affirmative Action Plan by reviewing the demographic data and resolving any data errors or inconsistencies. We then develop a comprehensive plan that meets the requirements of Executive Order 11246 and 41 CFR 60–2.10. The components are comprised of:
- Organizational Profile
- Job Group Analysis
- Recruitment Areas and Feeder Groups
- Placement of Incumbents in Job Groups
- Availability Analysis
- Comparing Incumbency to Availability
- Placement Goals
- Designation of Responsibility for Implementation
- Identification of Problem Areas
- Action-Oriented Programs
- Quantitative / Adverse Impact Analysis
- Compensation System Analysis
FosterThomas develops the required plans for Individuals with Disabilities and Veterans of the Vietnam Era. We can also develop and file the required EEO-1 and Veteran 100 reports and can provide consultation and onsite support in the event of an OFCCP audit.