There are three conditions that specify whether a company must file an affirmative action plan:
1. $50,000 or more in federal contracts or subcontracts during a 12-month period and has 50 or more employees (at all locations combined), or
2. a depository of government funds in any amount (e.g. any financial institution that is a member of the federal banking system) regardless of how many employees, or
3. an issuing or paying agent for US savings bonds and savings notes (e.g., banks, credit unions and any private organizations offering the sale and redemption of US savings bonds)
If your company fits one of the above categories, you are required to prepare an Affirmative Action Plan and file EEO-1 (or equivalent form based on industry) and VETS-100 forms annually. If you have multiple locations, you may be required to complete multiple plans. These materials must comply with the equal opportunity requirements of E.O. 11246, Section 503 of the Rehabilitation Act or the Vietnam Era Veterans Readjustment Assistance Act.
NOTE: If your government moneys are strictly from Medicare - you are not required to complete an AAP. If you are in the construction industry, you do not have to complete a formal plan, however, you do have Recordkeeping and other requirements.
Lake Associates, Inc.'s human resource consultants work together with your company's professional staff to achieve organizational goals. We will learn about the staffing and employment practices of your organization and incorporate them into our deliverables. We review and recommend changes to your existing recordkeeping and approaches to recruiting outreach, community service and "good faith effort." We bring the focus and attention to your project that daily life in a busy organization does not permit your staff. And we have the resources and expertise to do the job right. We are experienced in preparing single and multi-state affirmative action plans.
For further information on howLake Associates, Inc. can help you and your organization with Affirmative Action Plans, please click here for a comprehensive outline of our approach and offerings.
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While Lake Associates, Inc. and its staff provide expert employment law advice and consultation, the materials and suggestions provided do not constitute a legal opinion by Lake Associates, Inc. The facts of each situation need their own individual analysis. Therefore, if you use this information to formulate a policy or to resolve an employee issue, we suggest you consult with your regular corporate counsel before implementation. Lake Associates, Inc. prepares affirmative action plans (AAP) in accordance with the rules and regulations of the Office Of Federal Contract Compliance Programs which are technically correct. However, each OFCCP auditor has his or her own expectations which may be encountered during an audit. This can cause minor adjustments to be made to your AAP. Lake Associates, Inc. Is available to assist you with the OFCCP audit process. The content of this AAP is based upon statistics and other information furnished by the company. Lake Associates, Inc. does not warrant that the company is in legal compliance with the equal opportunity requirements of E.O. 11246, section 503 of the Rehabilitation Act or the Vietnam Era Veterans Readjustment Assistance Act. The role of Lake Associates, Inc. is to provide competent human resource advice and consulting. We do not provide legal opinions or practice law. |