The U.S. Department of Labor (DOL) is regularly changing the rules and regulations that employers are expected to maintain compliance with for their business. These are requirements for companies and sub-contractors that are required to meet if you have qualified contracts with the government. The Office of Federal Contract Compliance (OFCCP) and the Equal Employment Opportunity Commission (EEOC) ensures that organizations develop an Affirmative Action Plan (AAP) to reflect that authentic demographics are given fair employment opportunities within your company. They also audit your plan to confirm you are in compliance with rules like fair pay practices, wage & hour and AAP.
AAP and OFCCP Compliance Connoisseurs
Warranting that your employee reports are not only being filed on time, but correctly, is imperative to safeguarding your organization. Flex HR helps organizations build the right platforms to guarantee they stay in line with the myriad of rules and regulations that you are required to be in compliance.
In succeeding with Office of Federal Contract Compliance Programs (OFCCP), you need a written plan as well as all the daily active components to be in compliance. Flex HR can provide any level of service from counsel to outsourcing the entire process. Our team of experienced HR professionals and AAP Specialists are available to assist you in identifying what records are required to comply with your Affirmative Action obligations. We develop all of the required AAP components and assist with policy development, provide preventive advice, review hiring and compensation practices to identify potential discrimination issues and watch over the compliance.
Key Benefits of Board of AAP and OFCCP Compliance
- Mitigate risks
- Affirmative action plans
- Applicant flow management
- VETS-4212 annual reporting
- Bacon-Davis act
- EEO-1 Reporting
- Equal Pay Act
- Whistle blower policies