Affirmative Action Plan Services
Federal Contractors: Stay compliant & ensure equal employment opportunities
Affirmative Action Plans (AAPs) are required by the Office of Federal Contract Compliance Programs (OFCCP) for certain federal contractors. AAPs compare an organization’s demographics with that of their surroundings and highlight any significant differences. Through creating accurate and thorough AAPs, organizations can both fulfill the law and have confidence their workforce accurately reflects the demographics of the qualified available workforce in their market.
Understanding Federal Contractor Status and Affirmative Action Requirements
June 29th is the deadline for certification in the new OFCCP portal. We can help you ensure compliance with all affirmative action requirements.
Learn more about understanding if your organization qualifies as a federal contractor and how we can help.
Creating an AAP can be a complex process
Tracking and analyzing the necessary data can be complicated, especially for organizations crafting an AAP for the first time. Top challenges include:
- Data collection: AAPs need demographic information for all employees and considered applicants.
- Accurate interpretation: AAP calculations require special software and expert analysis.
- Organizational bandwidth: AAP creation is labor-intensive, not to mention the time it takes to design and enact “active efforts” to address any indicators.
- Audits: Subpar AAP preparation (or not having one at all) can result in increased reporting requirements, loss of contractor status and/or penalty referrals to other agency.
A full spectrum of support
No matter where you are at in your AAP process, Employers Council’s affirmative action attorneys have the experience to guide you.
We can help create your AAP from scratch and/or assist you through specific roadblocks.
Does your current AAP meet legal compliance standards?
We can teach your staff how to create an accurate and effective AAP.
Assistance Implementing an AAP
You know where your indicators are. What now? We can help you design and implement active efforts to address equal employment opportunity issues.
OFCCP Compliance Audits
Our attorneys can help you respond to a compliance audit appropriately.
Why hire Employers Council attorneys
High quality data is the foundation of all our AAP services. That’s why we confidently stand by our work, guiding you through every step of the process. Our specialists are adept data scrubbers, and our Affirmative Action consultants often work with the same organizations for long periods of time, building deep knowledge and invested relationships.
Get pay-as-you-go services or discounted pricing through Membership.
Determining Potential Affirmative Action Obligations
This members-only resource will walk you through 13 questions to determine whether you are legally required to have an affirmative action plan registered and certified by the OFCCP.
Colorado’s Equal Pay for Equal Work Act: What employers need to know
Find out how Colorado’s regulations impact your hiring and reward strategies — and how to stay in compliance.
My Organization Just Reached 50 Employees — What Do I Need To Do?
In general, federal contractors with 50+ employees and $50,000 in contracts are required to have an AAP. But crossing the 50-employee threshold triggers increased regulation for all employers.
5 Ways Employers Council Keeps You Updated on Employment Law Changes
Want to stay current on quickly changing legal requirements, including affirmative action plans, pay equity, labor relations and more? Here’s how.
Federal Agency Revises Compensation Analysis Directive
Members can access this exclusive article covering updates to OFCCP’s AAP compensation analysis requirement, including how to handle attorney-client privileged information.