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 underutilization 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 class 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 law requires covered employers to install exact plans to hire and identify protected class members. The...