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