In general, organizations that do business with the federal government or receive federal government funds are required to implement formal affirmative action plans. Some employers assume that they have to have an AAP in place in order to comply with federal equal opportunity employment (EEO) laws. However, EEO laws typically prohibit unlawful discrimination against "protected classes" of applicants and employees. Affirmative action laws require covered employers to implement plans to identify and hire certain protected class members. Even though a plan must be written each year, it does not have to be filed with the Office of Federal Contract Compliance Programs. The OFCCP is the regulatory body tasked with ensuring compliance with affirmative action and equal employment initiatives for all federal contractors.
Employers generally implement formal affirmative action plans in the following circumstances:
- as a condition of doing business with the federal government;
- as a response to an allegation of discrimination, ordered by a court; and
- as a voluntary resolution for past patterns of discrimination.
AAP requirements can be complex, as a result, most employers prefer not to implement them unless they meet the requirements and must do so to meet legal mandates.
Career Management Associates has dedicated and experienced staff, tasked with being informed and up to date on all Affirmative Action Plan regulations and OFCCP initiatives, ensuring our clients have the most complete and fully compliant Plans. Contact us to discuss how we can help you develop and implement a customized AAP for your organization.