Many private employers, because they have a direct or indirect business relationship with the federal government, are required by law to engage in ongoing and visible affirmative action to increase the representation of minorities, women, veterans and the disabled in their workforce.  All but the very smallest of those employers are also required to create and maintain annual written affirmative action plans (AAPs) to document their efforts at compliance, and to be prepared for the eventual likelihood that their AAPs and compliance efforts will be audited by investigators from the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).

We advise companies of the extent of their affirmative action obligations, we create annual tailor-made AAPs for them, we counsel them on all aspects of compliance, and we represent them before the government throughout the OFFCP audit process.