Availability &
Utilization Analysis
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HR 911 ®
provides you with detailed analyses of the percentage of
minorities and women available for employment in each EEO-1 Job
Group compared with the percentage of minorities within your
workforce. (Availability Analysis)
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We then compare what you have
with what you need. (Utilization Analysis)
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If you need more than you have,
HR911will set goals to help you correct the difference. (Goal
Setting)
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HR 911 ®
uses it's years of experience to calculated precise "weighted
averages" for each Job Group.
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We then
present the analysis in a way that is easy to
understand and recreate should you be audited.
HR 911 ® provides clients with a
"quick view" summary that shows underutilization and goals by EEO-1
categories and compares progress against your prior plan year goals.
Note: Underutilization is defined by the OFCCP as "having fewer minorities
or women in a particular job group than would reasonably be expected
by their availability."
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Impact Ratio Analysis:
HR 911 ® provides you with detailed analysis of all
employment activity using the 4/5ths rule. This includes adverse
impact testing on new hires, promotions, transfers and terminations.
We compare
the ratios of hires, promotions and terminations for each EEO-1 job
group. This analysis is very important since incidents of
adverse impact must be addressed in the Affirmative Action Plan.
HR 911 ® provides clients with a
unique "quick view" summary that highlights any occurrences of
adverse impact by EEO-1 Job Group. This summary makes it easy
to rapidly determine and respond to disparity in the employment life
cycle.
Note:
Ratios less than 4/5ths indicate an adverse
impact on the protected class beyond what could be attributed to
chance.
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Compensation Equity Analysis
Compensation analysis
is now required per CRF §§ 60-2 as a routine part of an Affirmative
Action Plan. Government Contractors are expected to analyze
compensation practices, document the results and produce upon
request the results of such analyses. Additionally, the Office
of Federal Contract Compliance conducts detailed analysis of
compensation practices for salary equity as part of their bi-annual
Equal Opportunity Survey.
To assist clients in
this new requirement HR 911 ® now conducts a
detailed compensation analysis as part of the Affirmative Action
Plan preparation process.. The compensation rate of minorities
and females are compared to their male counterparts to determine if
potential adverse impact has occurred.
Our analysis includes
the following:
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Adverse impact analysis
of compensation practices |
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Identification of
problem areas |
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Analysis of results |
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Recommendations |
Note: In an
effort to remedy wage discrimination, since the Equal Pay Initiative
began April 19, 1999, the EEOC has recovered more than $2.4 million
in back pay for 1,000 women and minorities and resolved more than 20
pay related actions.
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Job Group
Analysis
HR 911 ®
carefully examines and assigned each position in your
workforce an appropriate EEO-1 Job Group. We also evaluate
positions for appropriate sub-groups which avoids skewing results
and showing underutilization were none exist. This approach is now
required under the new regulations and means that any goals
assigned in the Availability & Utilization Analysis are fair and
accurate ones.
HR 911 ® provides clients with
"quick view" summary charts that show female and minority
percentages by EEO-1 Group.
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Organizational Profile
(Internal
Workforce Analysis)
No matter how complex your
organizational structure may be, HR 911 ®
provides a customized, detailed workforce analyses by
department. The analysis shows the percentage of minorities
and women in each department or work unit using an OFCCP approved
format. If the client prefers, a detailed organization chart
can be substituted.
HR 911 ® provides clients with a
"quick view" summary that shows an organized view of all departments
with male, female and minority subtotals and totals.
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EEOC Penalties
Under EEOC-enforced laws,
principal remedies for unlawful employment discrimination include:
- Court orders to eliminate discriminatory
practices.
- Reinstatement or hiring.
- Restoration for the full amount of lost
wages.
- Damages up to $300,000.
- Attorney’s fees.
- A contractor may have its Government
contracts canceled, and be declared ineligible for future
Government contracts.
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Office of Federal
Contract Compliance Programs
The Department of Labor’s Employment Standards
Administration’s Office of Federal Contract Compliance Programs
(OFCCP) enforces the Executive Order 11246, as amended; Section 503
of the Rehabilitation Act of 1973, as amended and the affirmative
action provisions (Section 4212) of the Vietnam Era Veterans’
Readjustment Assistance Act, as amended.
Taken together, these laws ban discrimination and
require Federal contractors and subcontractors to take affirmative
action to ensure that all individuals have an equal opportunity for
employment, without regard to race, color, religion, sex, national
origin, disability or status as a Vietnam era or special disabled
veteran.
The OFCCP requires a contractor, as a condition of having a
federal contract, to engage in a self-analysis for the purpose of
discovering any barriers to equal employment opportunity. Three
key questions they have are: Who's specifically accountable?
What are the results of current efforts? Has a good faith
effort and commitment to continued equal employment opportunity been
demonstrated.? HR 911 's ®
audit tested, attorney approved, affirmative action plan is designed
to clearly and effectively respond to these questions.
The OFCCP also investigates complaints of
discrimination.
In Fiscal Years 1996, OFCCP conducted 3,476
compliance reviews. Since 1994, OFCCP has recovered more than $100
million dollars in total financial settlements for victims of
discrimination.
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