Secrets of Affirmative Action Compliance, Seventh Edition

THE #1 AAP REFERENCE FOR FEDERAL CONTRACTORS! How to write your plan narrative, prepare your statistical reports and manage a compliance review, all in one concise reference book. The latest in 2006 federal regulations from the U.S. Department of Labor. If you are a vendor or supplier to the government, you may be required to have a written Affirmative Action Program. If you fit into any of these categories, you need the new seventh edition of Secrets of Affirmative Action Compliance: 50 employees and $50,000 or more in total contracts; Any bank, regardless of employee number, with $1.00 in the federal reserve system; Any employer, regardless of employee number, which is a transfer agent for U.S. Savings Bonds. (Credit Unions, often.) Any construction contractor with federally assisted construction contracts in excess of $10,000. Federal regulations have changed! If your current AAP doesn't address these new requirements, you will not be in compliance. (41 C.F.R. 60 changes effective 2/06/2006) You need ... Secrets of Affirmative Action Compliance. Easy to use book with numerous forms and checklists. Gives you federal regulation requirements and then shows you how to meet them. It couldn't be simpler...or less expensive. Save thousands of dollars by preparing your own AAP documents. Save thousands of dollars by preparing your own 16-step construction contract affirmative action specifications. Order your copy today! If your organization has chosen to do business with federal, state or local governments, this book is going to be invaluable to you. Most government contractors (vendors and suppliers) are required to have a written Affirmative Action Program for minorities and women. Two additional written AAP documents are required for Disabled and for Veterans. This book shows you how to meet all three requirements in one document. Use the checklists to conduct your own internal compliance review so you can detect problems before they are pointed out by compliance officials. Use the diagrams, flow charts and forms to both understand and implement your own affirmative action programs as you determine they are necessary. Help your organization meet legal requirements. 2006 Regulatory Impact is Staggering! New regulations specify the definition of "Job Applicant." While the EEOC and OFCCP definitions don't agree (as yet), contractors are obliged to abide by the OFCCP version. And, the record keeping requirements are staggering in their impact on contractor organizations. It's all here, in our latest edition of the book contractors have come to rely on for its accuracy and common sense suggestions for meeting federal requirements. Get your copy today! Just add Census data.