How can we help you?
With the OFCCP impacting a larger portion of the federal contractor universe than ever before, it has become critical that periodic vulnerability audits are conducted to increase awareness of any potential legal exposure with regard to EEO or affirmative action.
At Career Resources, we believe that our clients should clearly understand that having an AAP, in and of itself, does not make them compliant. Rather, the determination of whether or not a company is compliant and will pass an OFCCP audit or face administrative and/or financial penalties is based on whether the commitments made in the AAP are implemented through the company's systems, processes, and actions of managers. While teaming with you on your AAP project, we work with you to evaluate whether your systems and processes are compliant. If your systems and processes are compliant, your AAP will naturally be compliant.
The Career Resources Vulnerability Audit Solution
- Our top tier team of EEO-AAP professionals includes former Department of Labor Compliance Officers, seasoned and audit tested Sr. Staff, corporate diversity experts, federal contract experts, and legislative analysts. Our team delivers a comprehensive suite of services and solutions using a proven methodology that involves your Human Resources staff. The collaborative effort transfers knowledge to build your team’s expertise while it customizes the CRI solutions to your company’s requirements and objectives.
- Our team offers knowledge and experience comparable to the largest law firms at a fraction of the cost. The CRI solution, developed and executed by our joint teams, ensures your compliance with all relevant regulations. In an OFCCP audit, with the CRI Value Solution in place, your AAP will withstand OFCCP scrutiny.
- We monitor EEO and Affirmative Action legislation and agency enforcement trends to contribute ongoing support with regulatory bulletins, expert analysis, and up-to-the-minute alerts and recommendations throughout the year. We work with your team on the annual update of your AAP – without the burden and cost of developing and maintaining broad EEO-AAP expertise in-house.
What are the hidden costs of not preparing an AAP or not implementing the AAP?
There are both hidden and realized costs associated with the EEO and Affirmative Action efforts of a company. Realized costs are easy to identify and for the most part are manageable. They are represented in time, effort and money spent on consultants, attorneys, and software. Hidden costs are represented by actions or practices during a selection process or compensation issue that creates a disparity that could cost you money.