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Why We are the HR Compliance Experts? |
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“I just got back from a 3-hour lunch meeting where I reviewed with a
vice president all the changes in our benefits and services policies
that will appear in the next iteration of our
Employee Handbook. I
could speak with knowledge, confidence and authority largely because
of your
Personnel Policy Manual with all of its supporting guidance
and documentation. You are my #1 resource when it comes to
policies.
Keep up the good work!”
Don Jones
Director of Human Resources
Columbia International University
Columbia, SC |
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(New Online Version)
Personnel Policy Manual System
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HR Matters Tools and Resource Center
For over 35 years, many of
our subscribers have referred to the print/cd versions of our Personnel
Policy Manual system as their “HR Policy Bible.”
Now, we’ve gone one step further and developed the ultimate policy and
compliance solution. You have a one-stop online database that not only
includes the new electronic version of the “HR Policy Bible,” but all
our supporting databases of subscriber information and compliance tools.
It’s a true turnkey policy and handbook solution – available 24/7 – one
that makes you an instant expert. Create a
free account now.
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Do all employers have to have a
written affirmative action plan?
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Equal employment opportunity laws such as Title VII of the Civil
Rights Act of 1964 and the Americans with Disabilities Act do not
require employers to create written
affirmative action plans (AAPs).
Generally, only certain federal contractors and subcontractors are
required to create AAPs.
[Download Free HR Policies]
The three federal laws that require
contractors to have written AAPs are Executive Order 11246, the
Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment
Assistance Act. The requirements for
written affirmative action
plans apply to contractors or subcontractors with annual federal
contracts totaling $50,000 or more and at least 50 employees. These
contractors and subcontractors must create and implement AAPs
annually. The plans consist of statistical analyses of the
employer’s "underutilization" of individuals from certain protected
classes and include the steps that will be taken to improve their
representation in the employer’s workforce. Separate AAPs must be
created for women and minorities, Vietnam era and disabled veterans,
and disabled individuals. Although the plans must be written each
year, they do not have to be filed with the Office of Federal
Contract Compliance Programs (the agency that oversees the
contracts) until an audit is conducted.
[Creating HR Policies or Employee Handbook?]
Employers that are not
specifically required by law to create AAPs should consider
carefully whether to develop a formal AAP. The creation of a
voluntary written plan may expose the employer to potential
liability for reverse discrimination. Accordingly, employers should
consult legal counsel before implementing a voluntary AAP. For
further information on AAPs and federal contractor requirements, see
Equal Employment Opportunity, page 201:13, note 15. |
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Policy Service, Inc.
