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Affirmative Action Planning Services

 

  

Federal contractors and subcontractors with 50 or more employees and a single federal government contract of $50,000 or more must follow affirmative action requirements.  We can help you determine your affirmative action obligations, answer your questions, assist you in affirmative action planning, and prepare a fully-compliant affirmative action plan for you.  We will assist with you data collection procedures and refinement, prepare your plan, and help you implement it. 

 

Should your plan be audited by the Office of Federal Contract Compliance Programs (OFCCP), we will prepare you for and guide you through the complex audit process.  We can also provide you with legal representation.  MSEC has prepared and successfully defended hundreds of plans which have been found to be compliant by OFCCP auditors. 

 
We can also assist with:
 
 

EEO-1 and VETS 100 and 100A reporting

Applicant tracking systems

Customized management reports

Onsite training

Internal audit review

 

For more information contact Affirmative Action Planning Services at 800.884.1328 or aaps@msec.org.

 

 

New Information on Revised Affirmative Action Veterans and Disabled Regulations

 

The passage of the revised Affirmative Action Veterans and Disabled regulations bring ground-breaking changes for Federal contractors, including covered subcontractors. For the first time, Federal contractors will be required to invite applicants to self-identify as a protected veteran and as an individual with a disability. Federal contractors must then track the collected data on vets and individuals with disabilities and prepare quantitative analyses designed to measure the effectiveness of outreach, recruitment, and good faith efforts. Some records must be maintained for three years so that contractors have an historical framework by which to evaluate their progress. Federal contractors must establish a hiring benchmark for veterans and a goal for individuals with disabilities. The regulations are expected to become effective in mid-March 2014. These unprecedented changes impact every aspect of a Federal contractor’s workforce and affirmative action plan.

 

 

 

 

 

 

 

 
 
 

 

 
 
 

 

 
 
 

 

 
 
 

 

 
 
 

 

 
 
 

 

 
 
 

 

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