EEO Compliance Consulting & Training
Our firm offers Equal Employment Opportunity Compliance Seminars, and other personnel compliance services. Our training programs are tailored to your industry’s Human Resources needs and particular problem areas. We provide sexual harassment, diversity training, HR and management training, workplace violence seminars, ADA and FMLA training to companies of all sizes.
Employers who take preventative action and educate their staff may have an affirmative defense or can greatly reduce their potential liability. Additionally, we specialize in federal compliance.
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We are a BBB accredited “A+” rated compliance consulting company in United States.
Hire the right Affirmative Action Plan Consultant Today! We will provide you with that help!
We welcome those companies desiring to hire us for their compliance needs. Our qualified consultants have mastered the latest policy and regulations for full ensuring your full compliance. First Advantage Consulting Firm can take that burden off your shoulders and help your company become in full compliance with our your programs.
Who needs AAP Consulting?
Federal contractors and subcontractors with 50 employees and $50,000 in government contracts are required to develop, implement and maintain AAP’s while providing goods and services to the federal government.
Why you need AAP Consulting? Just one Federal Program. Do you have 50 or more employees?
one example of a federal compliance program is Affirmative Action Plans (AAP’s) are required to satisfy the equal-employment opportunity/affirmative action responsibilities for minorities and women under Executive Order 11246, as amended; people with disabilities under section 503 of the 1973 Rehabilitation Act; and covered veterans under the Vietnam Era Veterans’ Readjustment Act of 1973.
If your Government bills of lading totaling $50,000 or more in 12 months aggerates. In many cases, companies are required to implement an Affirmative Action Plan without a direct government contract. If government contractors purchase at least $50,000 worth of goods to fulfill their obligations on a government contract, then the goods’ seller is also subject to the OFFCP’s laws.
A gas station takes a government issued credit card. A hotel takes a government credit card are just some prime examples. A company furnishes a widget to a prime contractor who has a government contract. Even though there’s no direct contract with the government the company, if it exceeds $50,000 total revenue on those deals, then both sides must comply with Affirmative Action law.
Depository of government funds
Any financial institution, employing at least 50 people, with federal share and deposit insurance (including FDIC) is considered to be a government contractor, and therefore fall under Affirmative Action ordinances. This covers nearly every bank in the United States.
How we are going to help you?
As a federal consulting firm we can recommend and advise you in the development and Implement an Affirmative Action Plan program. Such as what is contained in such.
Workforce Analysis – listing of job titles in the organization classified into organizational units or workgroups.
Job Group Analysis – listing of each job title in the organization in terms of job groups and identifies the number of female and minority incumbents in each job group.
Availability Analysis – determines the availability of women and minorities by considering a reasonable recruitment area and promotions possible in the organization.
Utilization Analysis – compares incumbent women and minorities with available women and minorities and identifies areas of underutilization.
Adverse Impact Analysis – determines the statistical indication of adverse (disparate) impact against a protected class and analyzes the HR flow in all aspects of employee selection, promotions, and terminations.
Placement goals must be set when the percentage of minorities or women in a job group is less than reasonably expected given their availability percentage in that job group. Placement goals equal the availability percentage and serve as targets that organizations can meet through good-faith efforts and action-oriented programs.
Compensation Data Analyzed
OFCCP has also suggested that contractors adopt this process for their internal analysis.
- SSEGs
- Initial Screening
- Multiple Regression
The Need to Create Similarly-Situated Employee Groupings (SSEGs)
OFCCP has suggested to contractors to develop a new grouping method for compensation analysis. These groupings, which are known as SSEGs, should combine employees with: Similar Work, Level of Responsibility, Skills, and Qualifications.
SSEGs should have a minimum of 30 employees and have at least five of whom should be minorities or females.
Initial Screening for Potential Discrimination
The initial screening for potential discrimination consists of comparing the average salaries of minorities and non-minorities, females and males. A 5% difference in mean salary is a positive indicator that discrimination may exist and shows a potential need to use Multiple Regression Analysis.
Although this definition sounds very similar to the definition of an AAP Job Group, the OFCCP has stated that Job Groups may not be suitable for use as SSEGs. An example of this cited by the OFCCP would be two employees having identical job titles but very different levels of responsibility.
Multiple Regression Analysis to Statistically Validate Discrimination
Regression analysis involves identifying all of the independent variables that may affect salary (such as tenure, performance appraisals, education, etc.). A regression analysis should be performed on each of these variables to see if it explains the differences in pay. If disparities in compensation cannot be explained through regression analysis, then the contractor should document its findings and, if necessary, take action to remedy the situation. For many HR and Compensation analysts, multiple regression analysis is a highly complex statistical process that usually necessitates the use of specialized software or outside guidance.
Why you choose us? We have years of Federal Compliance expertise. Let us help you find the right choice.
We have over 110 years’ experience and expertise in federal compliance. It is our passion.
Our work process?
Our consultants are with you every step of the way in advise and working with your preferred AAP Provider.
Basic Requirements (checklist)
Required for Initial Submission (Compulsory)
- Employee data for the required period including compensation as of 1st day of the new AAP year
- Applicant flow logs for the required period
- EE0-1 reports for the last three years
- VETS-100/100A report for the most recent year
- Assessment documents for outreach and recruitment efforts for Section 503 and 4212
- Accommodation policies and logs
- Any supporting documentation to show specific, targeted outreach efforts and action-oriented programs to meet unmet AAP goals (documentation of recruiting efforts specific to areas of underutilization in the plan)
- EEO Policy Statement indicating top US executive support
- Union information
- If you have a union, you will need a copy of the bargaining agreement and the name, address, and phone number of the union steward.
Nice to Have (Optional)
- Postings with state employment service delivery system
- Copy of online or newspaper ads showing EO tagline
- List of places from which you recruit
- Company overview including company logo or printed on letterhead
- Copy of purchase order with affirmative action verbiage
- Policies on maternity leave, FMLA leave, harassment
- “EEO is the Law” poster for applicants and employees
- E.O. 13496 poster (employee rights under Federal labor laws)
- Online accessibility statement
Our service is to have complete customer satisfaction and is our primary goal. Your dedicated consultant will always be available year-round to answer any questions you as a client may have.
First Advantage Consulting Firm is a service-disabled Veteran-owned small business.
To be the nation’s leader in products, services and solutions that enable and transform the way a company manages and remains in compliance at an exceptional price and value.
First Advantage Consulting Firm (FACF) adheres to the highest standards of LIME Methodology which was formulated by our Founder. The principles of LIME, Leadership, Integrity, Morals, and Ethics, are critical to developing customer and stakeholder loyalty.
To provide products, services and solutions of the very highest quality and deliver more value to our customers at an exceptional price with customer service that earns their respect and loyalty.
Our continued success depends on increasing our customers’ loyalty. Listening attentively to customers to truly understand their needs, then delivering solutions that translate into customer success is essential to earn customer loyalty. Competitive total cost of ownership, quality, inventiveness, and the way we do business drives customer loyalty.