Affirmative Action Plan Preparation

• AAP Design & Annual Preparation – We work closely with our clients to strategically design, develop and prepare AAPs. Our team of statisicians and data analysts partner with our attorneys to create AAPs that align with each client’s organizational structure and human resources, recruitment, and compensation practices. 
• Critiquing & Redesigning Job Group Structures – Employers’ job group structures are often too large and encompass dissimilar jobs which can lead to unecessary “false positive” adverse statistical indicators. We strategically review and revise job groups to ensure they present our client’s data in the best possible light.
• Utilization, Adverse Impact & Goal Attainment Analyses – We prepare the full range of stastistical analyses, in an easy-to-understand format, to help our clients identify potential “hidden barriers” to equal employment opportunity. 
• AAPs – From Compliance Documents to “Strategic Tools” –  We design AAPs that are not simply compliance documents, but instead go beyond to create AAPs that serve as strategic tools with executive summaries of trends to help our clients overcome potential barriers to EEO, while achieving legal compliance goals. 
• Customized, Effective Training To Make Your AAPs “Live & Breath” – Upon completion of the AAPs, we present “AAP Results” training. We provide practical “what does it mean and what do I do with it?” training to understand what the AAP results tell us and what to do address potential problem areas.
• Legal Advice on OFCCP Changes & Representation During OFCCP Audits – As a law firm, we offer more that annual AAP preparation. We also provide legal advice and strategic guidance about changing OFCCP obligations. And when your AAPs are targeted for audit, we will defend them on your behalf. We are proud of our 100% success rate defending our client’s OFCCP audits. 

Silberman Law offers the best of both worlds – strategic and efficient AAP design, development and preparation; and sophisticated legal advice in response to OFCCP rule changes and the effective defense of OFCCP audits.

Likewise, employers with contracts of $25,000 or more are required to take affirmative action on behalf of veterans who served during the Vietnam era, according to the Vietnam Era Veterans Readjustment Assistance Act (VEVRA) of 1974.

It should be noted that federal regulations require a written affirmative action program for veterans and individuals with disabilities. The regulations do not require an accumulation of data, nor do they require an analysis with projections for hiring goals (though the OFCCP has proposed a federal rule mandating that federal contractors and subcontractors set a hiring goal of seven percent for individuals with disabilities).

However, employers that are federal contractors meeting the requirements must have a written AAP that shows compliance with the law and commitment to equal treatment. A plan should be prepared for each of the employer's establishments.