We believe the best client is an educated client, so we strive to provide as much information as possible at no charge. From the easy-to-answer questions we receive most often to the most important HR links, we encourage you to use us as a resource.

FAQs

Can employees view the AAP?

The AAP contains confidential, proprietary information including salary data and organizational structure. Employees are only permitted to view the text portion of the AAP.

What happens if I don’t meet my Affirmative Action goals?

As long as you can demonstrate that you have made good faith efforts, there should be no penalty. There is recognition that goal attainment takes time, especially in a company that has been around for a long time. These efforts should be documented.

What are certification letters that I receive from other companies? Should I fill those out?

Certification letters are notifications from other companies letting you know that they are an Affirmative Action employer. As a result, you might be too.
 

Our facility doesn’t have a government contract, but others do. Do we all have to do an AAP?

Yes. One contract or subcontract puts the entire organization under the Executive Order.

Do I have to hire less qualified people because we are an Affirmative Action employer?

No. AA does not require an employer to hire less qualified people. It does require the contractor to make a good faith effort to be more representative if goals exist.

What is a good faith effort?

A good faith effort is any effort that seeks to include more minorities or females into the selection pool. Typically, this involves recruitment or development efforts not otherwise done in the past. These efforts should always be documented.

Do I have “quotas” that I must meet?

You don’t have quotas, and there really is no such thing as a quota in Affirmative Action. Instead, there are numeric targets (typically percentages) established that are consistent with the marketplace. Good faith efforts need to be made toward them. Quotas are only established when an employer has been ordered by a court to have them.
 

What is the difference between Equal Employment Opportunity (EEO) and Affirmative Action (AA)?

EEO means ensuring that all job applicants have equal access to employment and selection processes. Affirmative Action goes beyond non-discrimination and requires federal contractors to engage in additional efforts to reach out to minorities & females and make them aware of employment & promotional opportunities.

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