Affirmative Action Plan

Our company must review the action of implementing the Affirmative Action Plan for our organization. This will allow us to follow the rules of the Equal Opportunity laws and will provide a plan to follow for all management. Affirmative action allows managers to be proactive and amend previous mistakes. The contents of the Affirmative Action Plan and federal content requirements will be outlined.

Affirmative Action Plan is a statistical analysis of employer’s underutilzation of employees from protected classes and contains points to be implied to correct the employers representation in the employer’s workforce. Vietnam and other veterans, women, disabled individuals, and minorities must have separated AAP’s created. The plan written each year does not have to be filed with the Office of Federal Contract Compliance Program until an audit is conducted. There are three circumstances for employers implementing formal affirmative action plans: a voluntary remedy for past patterns of discrimination; a remedy for discrimination, ordered by a court; and a condition of doing business with the federal government.

Federal equal employment opportunity laws do not state that employers have an affirmative action plan. The EEO law only prohibits unlawful discrimination against protected classes of employees and applicants. The protected classes referees to employees and applicants discrimination by EEO laws for gender, disability, race, and age.

Formal affirmative action plans must be implemented from companies that receive federal government funds or do business with the federal government. Many companies’ choice to implement affirmative action plans voluntarily.

Affirmative Action Plan is complicated, most companies prefer not to have an AAP unless the law requires. A court can order an employer to implement an AAP to correct past discrimination. The affirmative action laws requires covered employers to install exact plans to hire and identify protected class members. The employers adhered to these laws are doing business with the federal government within a specific dollar amount or receive funds from the federal government.

Xxxxx (2004) states, “three federal laws require certain employers that do business with the federal government to implement AAPs: Executive Order 11246, the Vietnam Era Veterans' Readjustment Assistance Act, and the Rehabilitation Act. Under the law a written, prepared and maintained affirmative action program for the hiring, recruitment, and promotion of minorities, protected veterans, women, and disabled individuals from federal subcontractors and contractors with more than 50 employees and have one contract totally $50,000 or more with the federal government. Xxxx (2004) shares, “ in addition, any federal contractor that serves as a depository of government funds in any amount, or that is a financial institution which is an issuing and paying agent for United States savings bonds and savings notes in any amount, must develop and maintain written affirmative action plans.

Once the commencement of the covered contract is in place, an affirmative action plan ought to be created within 120 days. The AAP must be reviewed yearly. The following items should be included in the AAP plan. An organizational profile this will be the contractor’s organizational chart already in place. A job class examination that compares jobs with comparable wage rates, content, and opportunities. The examination of the placement of current employees in job teams, showing the percentage of women and minorities in each job team. The verification of accessible qualified women or minorities in the section available for employment in a