Subscribers Login Subscribe Whitepaper
right ads tower
Lower Ad
Second skyscraper
HR Hot Topics
Top Nav
Home | All Topics > A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
Top Social
Bookmark and Share Send to a Colleague
Affirmative Action Additional

Additional HR Resources

Audit Checklists.
Find legal pitfalls in your policies and practices before an aggressive employee attorney or OFCCP investigator does!

Recognizing Discrimination
Learn when unfairness crosses the line into discrimination

Legal and Successful Hiring
Federal and state laws you need to know when making hiring decisions

50 Employment Laws
This revolutionary guidebook that puts ALL the most need-to-know employment law information - for each of the 50 states - right at your fingertips.

Employment Law Manual
All-new 2012 Edition is fully up-to-date with the latest revisions to FMLA andCOBRA and other laws!

Employment Law in Your State
The scoop on recent state legislation on discrimination and pending decisions

Affirmative Action

The U.S. government first required affirmative action in 1965 as a way to remedy past discrimination against minorities, women, and others protected by law against discrimination. Affirmative action means that a company must take steps to increase the participation of protected groups in its workforce.

Audit your affirmative action policies and practices with the Employment Practices Self-Audit Workbook

Sometimes a company voluntarily develops an affirmative action plan (AAP) as a blueprint for hiring employees from protected groups. AAPs often have many of the same goals as diversity programs, but the two programs are not the same.

Diversity programs are typically voluntary and are more comprehensive than AAPs. Both types of plans help achieve workplace diversity and include specific steps on recruiting and hiring. With both programs, however, companies can’t make employment decisions based on race, sex, or other protected characteristic or condition.

Some companies that are required by law to establish written AAPs include those that fit into at least one of the following categories:

  • A nonconstruction employer with at least 50 employees and U.S. government contracts or subcontracts worth at least $50,000. If you have at least 50 employees and several small government contracts that add up to $50,000, you’re covered. If you’re a branch office of a bigger company with the required number of employees and contracts, you’re covered even though your office doesn’t handle the contracts or have 50 employees. (Note: construction employers have separate affirmative action obligations set by the federal government. Check with employment counsel for more information.)
  • A depository of any amount of government funds.
  • An issuing and paying agent of U.S. government bonds.
  • An employer required by a judge to create a written AAP as part of a court judgement against it.
  • An employer that has agreed, with court approval, to implement a written AAP as part of a consent decree to settle a discrimination lawsuit.

Your company also may have additional, separate affirmative action obligations set by state and local governments, so check with employment counsel to meet your local requirements.

State-by-state comparision of 50 Employment Laws in 50 States, including affirmative action