aap services at HR911 Consulting- pond

Affirmative action plan consultants
providing quality, customized affirmative action plans and AAP services

Located in south central Pennsylvania near the state capitol, Harrisburg and Hershey, PA known as ... " the sweetest place on Earth"..

First...take a quick break and enjoy these pictures of our pond...
...then click the links above to see what we can do for you...

(best viewed with MS Explore 5.0 or Netscape 4.6 or higher and with java and java script activated)

A Company with 50 + employees and government contracts over $50,000 is required by law to have an affirmative action plan (AAP) in place for each of its establishments. Qualifying Employers are subject to random compliance audits by the OFCCP. Additionally, a current affirmative action plan document is always requested in an employee discrimination complaint investigation.

OFCCP/EEOC Penalties

The Department of Labor’s Employment Standards Administration’s Office of Federal Contract Compliance Programs (OFCCP) is the enforcement agency under the Equal Employment Opportunity Commission (EEOC) that oversees government contract compliance.

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.

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.