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Affirmative Action Compliance

PMP's affirmative action team provides expert assistance and advice to federal contractors and subcontractors throughout the United States. Our practical, step-by-step approach to affirmative action planning assists companies in demystifying what can be a very complicated process. If increased business or a diminished HR staff has caused AAP compliance to be put on a back burner, it’s time to outsource   By not assuring compliance your company risks violations, fines or even debarment when you are audited. 

PMP’s clients range in size from Fortune 500 companies to companies with fewer than 50 employees. Ongoing interaction with Office of Federal Contract Compliance Programs (OFCCP) officials and auditors throughout the United States gives PMP an insider's perspective of the OFCCP, and how the various regions interpret the regulations and apply them during audits.

PMP also advises and provides training to employers on virtually all concerns arising from OFCCP monitoring, including government contractor and subcontractor status, the OFCCP’s jurisdiction to audit, and single employer issues.

PMP has an exceptional record of successfully closed OFCCP audits – put our record to work for your company today.

PMP's team reviews and analyzes your company's information and data to develop professionally written affirmative action plans, policies and best practices that comply with all OFCCP regulations, saving your company time and money. You give us your information and we give you a completed, compliant plan!

PMP provides year-round support including phone and in-person consultation, webinars, on-site and off-site training for your HR staff, recruiters and hiring managers.  A well-trained hiring team gives them the tools and knowledge of the how and why of consistently following policies and procedures and the importance of good documentation of all personnel decisions.  This is one of the best defenses against the perception of discrimination during an audit and expensive litigation.

PMP always has your company’s bottom line in mind and offers either flat fee or hourly fee options – whatever is most cost-effective for you. By working with our HR subject matter experts first for your AAP compliance reduces your company’s cost of outsourcing your AAP.However, our attorneys are always available if and when needed.

How can PMP assist you?

AAP Plans and Renewals:

PMP partners with you for a customized approach in creating new plans and evaluating existing plans for compliance.

  • PMP keeps up with the ever changing regulatory requirements which are reflected in the plans we develop for you
  • We provides pre-formatted Excel templates for all of your personnel data that simplifies data collection and analysis and conforms with the OFCCP data requirements
  • You provide us with your personnel data—PMP will run all of the sophisticated required analyses
  • PMP provides necessary policies and assists in establishing personalized procedures that are practical and work for your company
  • PMP works with you to implement policies, procedures and best practices that work for your company

Year-long Compliance Support:

Our team of subject-matter experts assist you with recordkeeping requirements throughout the year and are available to answer any questions you may have via phone, e-mail or on-site.

  • PMP’s ongoing emails and newsletters keep you up-to-date with the ever-changing regulations and best practices

Support and Assistance Throughout the OFCCP Audit:

Our consultants apply their proven expertise and experience with OFCCP’s regional office nuances to guide and support you through the complicated and stressful audit process

  • In response to the OFCCP audit letter, PMP submits all information and data on behalf of your company.
  • By submitting the information on your behalf, PMP will interact with the OFCCP on your behalf for any additional questions or requests for additional data and will help you to strategically respond to these requests.
  • PMP knows the regulations and what the OFCCP can and cannot review. Our submission and representation  minimizes OFCCP requests
  • Our stellar record shows that when PMP is involved in an audit – it usually has a very successful closure!

Training for Recruiters, Managers and Hiring Team:

Our practical company-specific training has received rave reviews from company executives, HR professionals, recruiters and hiring managers

  • Our training educates and reinforces company policies and procedures in order to maintain compliance
  • Available on–site, off-site or webinar - this critical training reviews regulations and best practices with emphasis placed on the importance of good record-keeping for all personnel actions
  • Training can assist in minimizing any perception of discrimination during an audit

Mock OFCCP Audit:

This on-site review asks the hard questions and discovers where potential areas of vulnerability and/or non-compliance may exist

  • During the “mock audit” PMP reviews the most at-risk areas: applicant flow, disposition codes, hiring process and practices, employee reviews, policy and purchase order language and postings, and accommodations
  • PMP then partners with your managers and HR team to develop a customized approach to compliance that works for your company
  • This mock audit gives you the opportunity to make changes and affords peace of mind before  the OFCCP comes knocking on your door

Compensation Analysis

Pay equity continues to be a priority for the Department of Labor (DOL), EEOC and OFCCP and continues to be at the forefront of all audits.Employers cannot afford to bury their heads on the sand on this important area.Is your company confident that it can defend how it establishes starting salaries, gives bonuses and pay increases and where a difference in salary for employees doing similar jobs are not based on gender, ethnicity or race?It is important that your company conduct a risk assessment before turning over data to the DOL, EEOC or OFCCP.This analyses should not be done informally.

  • PMP’s has staff attorneys to assist you with this important analyses—and assure that the analyses is under as much attorney-client privilege to the extent allowed by law.
  • PMP’s HR professionals will then work with your company to assure the implementation of business practices and policies and best practices to build on the results of this critical risk assessment

EEO-1 and Vets 4212 Submissions

The Equal Employment Opportunity Commission (EEOC) requires federal contractors with 50 or more employees to annually submit an EEO-1 report for all of its covered establishments.  In addition, The Veterans Employment and Training Service (VETS) requires certain covered federal contractors to also annually submit a Vets4212 report.  Both reports are required as part of an OFCCP audit submission.

  • Let PMP assist you with this tedious, time-consuming yearly filing

Note: While the above EEO-1 report is usually due by September 30th of each year, the EEOC approved a new EEO-1 in September of 2016 that will collect summary employee pay data and total hours worked information from employers with 100 or more employees.  Due to this added data burden, the EEO-1 reporting deadline for 2017 has been pushed back to March 31, 2018.    The workforce snapshot for the W-2 wage data is to encompass a pay period between October 1st and December 31st

Click here to visit our Resources page for helpful affirmative action links

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