Earlier this year, the OFCCP began enforcement of extensive amended regulations on Affirmative Action Plans (AAP) and recordkeeping requirements for both protected veterans (VEVRRA) and persons with disabilities (Section 503). These regulations require significant modification to existing AAP, including new requirements for data collection, outreach, and training, "benchmarks" and goals. Companies and entities dealing with federal contractors or subcontractors doing business with the federal government are required to comply with OFCCP regulations. While some of these obligations can be delayed until the 2015 "transition" AAP, others should already be implemented.

In response to the OFCCP's ongoing efforts to drive federal contractor compliance with the amended regulations on AAP, Foley & Lardner is providing a solution to ensure compliance with these new requirements. This solution includes options that allow you to customize a package of services, components, and documents that best suits your company and your level of preparedness.

Key Components

  • Required Documents for Compliance. The Compliance Toolkit is a standalone resource with the complete set of documents needed for updating your AAP.
  • Training on the New Regulations. Educate and prepare your HR department and contract professionals with one-on-one or group training sessions with a Foley AAP attorney or paralegal.
  • AAP Preparation. Using Foley's own AAP creation software, we will prepare the AAP and train your EEO coordinator regarding ongoing compliance.
  • OFCCP Audit Defense and Counseling. Should it be necessary, our AAP Compliance attorneys are skilled and experienced in defending against OFCCP desk and on-site audits, as well as litigation under the Affirmative Action rules and regulations.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.