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AAPs and Non-Discrimination

Compliance with non-discrimination laws is more important than ever.

Federal contractors are currently required to:

  • Comply with Title VII (non-discrimination ethnicity/race and sex)
  • Complete annual Affirmative Action Plans with regard to Individuals with Disabilities and Veterans [Section 503 (IWDs) and VEVRAA (Veterans)] along with all underlying obligations, such as listing jobs and outreach
  • Comply with state AAP requirements
  • Continue to audit and ensure there are no "DEI" practices or references to prior AAP requirements under EO 11246
  • Comply with the Equal Pay Act of 1963
  • Complete EEO-1 & Vets-4212 reports

We are here to help ensure that you are meeting all current requirements. We offer assistance with preparation of federally mandated Affirmative Action Plans (AAPs) for veterans and people with disabilities, preparation of state mandated AAPs, and analyses to support the required certification of compliance with non-discrimination laws.

Projects are led by our expert, Lisa Kaiser, the former Director of Operations for the OFCCP’s Southwest and Rocky Mountain Region (SWARM) who was responsible for directing the enforcement effort of the District Offices in the eleven-state region. Her experience and level of helpfulness to our clients is unsurpassed. Our services are in accordance with Executive Order 14173 (dated Jan. 21, 2025), Section 503 and VEVRAA statutes, Section 3729(b)(4) of title 31, United States Code, the Federal False Claims Act, and all other federal anti-discrimination laws.

Please reach out to us at any time for assistance.

Federal and State Affirmative Action Plans (AAPs)

Today, the obligation to create Affirmative Action Plans for Veterans and Individuals with Disabilities remains. Compliance, and being able to show compliance, with federal nondiscrimination laws remains.

We prepare federal and state affirmative action plans by using specific client data, developing carefully-selected job groups and using the appropriate census codes in order to assist your company to be compliant with the regulations enforced by the OFCCP. The data is carefully reviewed by a former OFCCP auditor in order to identify any errors and problem areas, something not offered by many other companies. The client is kept fully informed of the process and the information in the plan so that the client feels comfortable and knowledgeable about the OFCCP requirements.

Please reach out to us with any questions regarding your Affirmative Action Plan obligations or OFCCP compliance.

Compliance with Non Discrimination Laws and the Federal False Claims Act

To receive payment for any federal contract or grant, companies are required by Executive Order 14173 (dated Jan 21, 2025) and the Federal False Claims Act to agree that they comply "in all respects with all applicable Federal anti-discrimination laws."

We prepare comprehensive analyses to assess your company's adherence to all federal anti-discrimination laws, allowing you to attest to compliance as required by the FCA. Each client's specific data is carefully collected and reviewed by our expert, Lisa Kaiser, a former OFCCP auditor who assisted with the drafting of the actual audit procedures used by the OFCCP. Her experience and level of helpfulness to our clients is unsurpassed.

Compensation Analyses and Compliance

We perform meaningful analyses to identify whether there are indicators of pay discrimination in your company's compensation. We also offer follow-up assessments on best courses of action to mitigate indicators.

Audit

Our team is led by Lisa Kaiser, the former Director of Operations for the OFCCP’s Southwest and Rocky Mountain Region who was responsible for directing the enforcement effort of the District Offices in the eleven-state region. Her experience and understanding of the OFCCP is invaluable for our clients facing an OFCCP audit. Working closely together, we develop submissions that are strategically designed to minimize the likelihood of additional information requests, and to avoid a lengthy OFCCP audit and costly follow-up.

Risk Management

We identify problem areas in specific areas where violations are often found (such as hiring or compensation) and we ensure compliance throughout the entire workforce. After gaining an understanding of overall organizational operations and specific needs, we help clients conform with the challenging record keeping and applicant tracking obligations under the OFCCP’s Internet Applicant definition. At the same time, we understand the realities of recruiting, and we develop creative ways for clients to hire applicants in a manner that works best for them yet also complies with the regulations.

Training

We design and deliver intensive training programs with practical information for managers, supervisors and human resource professionals on topics including OFCCP enforcement, affirmative action, EEO, and anti discrimination.