According to the stipulations on the OFCCP, it is mandatory for all the employers to submit their Affirmative Action Plan (AAP), and this process of submission of AAP has to be done annually. However, the OFCCP regulations does not mandate the process of submission of Affirmative Action Plan every year, and it is only required to be submitted when the OFCCP has selected any particular employee for an audit.
It is also mandatory according to the OFCCP requirements that the Affirmative Action Plan be prepared in a well written format and has followed all the required standards prescribed by OFCCP. Hence, the process of preparing AAP for employees carries heavy risks and potential liabilities.
A general AAP must include the details of comparison of a company’s minorities and women recruiting and hiring efforts along with the census data that is relevant to the reasonable recruiting area of the available pool of minority and female candidates. This means that a typical AAP report should contain all the related statistical analyses and reports. However, the main drawback is that the HR professionals face with the problem of lack of time to prepare a full pledged AAP report according to the requirements of the OFCCP. The other detail that also must be mentioned in the AAP report by the employees is the data of veterans and disabled workers and also an analysis of the comparison of those with the benchmarks and goals. The employee should also include in the AAP report about their compensations and also should be ready to discuss about it.
The two main basic responsibilities that an employee and his or her AAP report should carry are to provide accurate information of the company that he or she is employed and to present the company they are employed in a positive and accurate way. However, with the huge number of details that are to be included in the AAP report, such as company details, comparison reports, compensation details and other such, it is not an easy and simple process to prepare a Affirmative Action Plan report. A complete AAP can only be prepared completely only after including all these details mentioned according to the stipulations of OFCCP.
It is also mandatory according to the OFCCP requirements that the Affirmative Action Plan be prepared in a well written format and has followed all the required standards prescribed by OFCCP. Hence, the process of preparing AAP for employees carries heavy risks and potential liabilities.
A general AAP must include the details of comparison of a company’s minorities and women recruiting and hiring efforts along with the census data that is relevant to the reasonable recruiting area of the available pool of minority and female candidates. This means that a typical AAP report should contain all the related statistical analyses and reports. However, the main drawback is that the HR professionals face with the problem of lack of time to prepare a full pledged AAP report according to the requirements of the OFCCP. The other detail that also must be mentioned in the AAP report by the employees is the data of veterans and disabled workers and also an analysis of the comparison of those with the benchmarks and goals. The employee should also include in the AAP report about their compensations and also should be ready to discuss about it.
The two main basic responsibilities that an employee and his or her AAP report should carry are to provide accurate information of the company that he or she is employed and to present the company they are employed in a positive and accurate way. However, with the huge number of details that are to be included in the AAP report, such as company details, comparison reports, compensation details and other such, it is not an easy and simple process to prepare a Affirmative Action Plan report. A complete AAP can only be prepared completely only after including all these details mentioned according to the stipulations of OFCCP.
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