As the COVID-19 crisis continue, CMA can provide guidance on human resource best practices and answers to frequently asked questions. As an essential business, CMA continues operations during the COVID-19 pandemic, and our professionals are currently working remotely and following social distancing guidelines. If you need HR assistance, including guidance on hiring, furloughs, layoffs, return to work or other workforce concerns, contact us at 207.780.1125 or info@cmacareer.com.

What are Affirmative Action Plans, and Who Needs to File One?

What are Affirmative Action Plans, and Who Needs to File One?

Click here to listen...An Affirmative Action Program plan is a formal way of documenting your organization’s management policies and procedures, in place to eliminate barriers to employment opportunities for minorities, women, Veterans and qualified disabled people.  AAP Plans examine an organization’s population and its employment practices, to identify any deficiencies.  The AAP Plan includes goals designed to improve areas with any noted deficiencies, striving to provide the best probability of equal employment for all.

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:

  1.  as a condition of doing business with the federal government;
  2. as a response to an allegation of discrimination, ordered by a court; and
  3. 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.    

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