Affirmative Action Compliance

UPDATE ON EXECUTIVE ORDER 11246

On January 21, 2025, the White House issued Executive Order: "Ending Illegal Discrimination and Restoring Merit-Based Opportunity", thus revoking the 1965 Executive Order 11246, which previously required eligible Federal Contractors to take Affirmative Action for Women & Minorities. Federal Contractors may continue to comply with Women & Minority Affirmative Action activities until April 20, 2025.

Federal Contractor obligations for Veterans AAPs (VEVRAA) and Disabilities AAPs (Section 503 of the Rehabilitation Act) remain in effect.

We are in the process of updating our website as details unfold in the coming months. Please check back for further guidance and feel free to contact us if you have any questions about how this impacts your business practices.

OFCCP Compliance

How confident are you that your company is in compliance with OFCCP? For companies looking to outsource their Affirmative Action compliance reporting, AAP Compliance is here for you! By offering complete support and guidance through every step of the process, our compliance experts will help make sure you are on the right track and following OFCCP regulations. Failure to remain in compliance can have serious consequence including suspension or cancellation of existing federal contracts, let us help you remain in compliance and avoid these penalties.

Affirmative Action Plans

The Office of Federal Contract Compliance Programs (OFCCP) protects the employment rights of both the job applicants and the workforce of federal contractors that meet certain thresholds. Federal Contractors with more than 50 US employees, that also meet the required contract dollar amount, are required to develop and maintain annual AAPs for their company headquarters and for each location or establishment with 50+ employees reporting to it.

Federal contractors were previously required to take Affirmative Action for Veterans, Individuals with Disabilities, and Women & Minorities, however the Women & Minorities AAP is currently revoked under Executive Order 14173. Developing and maintaining Affirmative Action Plans for Veterans and Individuals with Disabilities is still required under VEVRAA and Section 503.

Here is what you can expect when you complete your Affirmative Action Plans through us:

Before your AAP

  • Submit your company data to us for an in-depth analysis to identify compliance opportunities prior to starting your AAP

  • We routinely review and correct EEO categories and FLSA classifications

  • We conduct a compensation impact analysis on your data

Preparing your AAP

  • We exclusively use premier AAP Software Tools for all our Affirmative Action work

  • We provide special assistance to clients preparing an AAP for the first time

After AAP Completion

  • We will review your prepared AAP with you and answer any questions

  • We assist with OFCCP contractor portal usage

  • You will receive ongoing compliance support throughout the year

  • Those facing an OFCCP audit can expect support from our team in navigating through the process

Executive Document Prep

OFCCP requires that a presentation of the results of your AAP be made to your executive team. The information we provide in your AAP can be extensive and knowing what to include in your presentation can be daunting. We can assist with developing an executive level presentation to summarize your AAP goals and insights into an easy to reconcile presentation that answers questions and helps set a clear action plan.

How We Are Different

Our Approach

Our advanced Affirmative Action Plan services include a deep analysis of your company data before even beginning your AAP so we can make informed recommendations for compliance. With this method, not only will your AAP be prepared well, but our work will also improve your company’s general internal compliance profile.

Total Compliance Review

As a client of AAP Compliance, we will also review the required documentation on your careers portal / website, provide routine notifications of other pending regulatory changes, and inform on general compliance updates for federal contractors. Our approach is for total compliance year-round, not just completing your AAP. We also review the posted CSAL notices so we can help you get prepared for any OFCCP audits that may be headed your way.

Guided Understanding

Upon completion of your AAP, we take the time to walk you through your narratives in detail so that you have a clear understanding of the data presented within the reports. We provide detailed explanations for each statistic and provide recommendations for improvement if any shortfalls present themselves.

Let’s talk!

Ready to discuss your compliance needs? Contact us and we’ll be happy to walk you through our services and how we can assist your company