Secrets of Affirmative Action Compliance (11th Ed)

Product Description 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 (2016) on 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 eleventh edition of Secrets of Affirmative Action Compliance 50 employees and $50,000 or more in total contracts. Any construction contractor with federally assisted construction contracts in excess of $10,000. A depository of government funds in any amount. Receive a contract or subcontract (at any tier) valued at $1 or more from the American Recovery and Reinvestment Act (ARRA). 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) You need our book ... 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. Many federal 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. New regulations require construction contractors to comply with regulations on Veteran and Disabled affirmative action programs. Regulatory Impact is Staggering! 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 and subcontractor organizations. Add to that a changing of definitions for "veteran" affirmative action plan categories, compensation analysis protocols that have not been placed in the regulations, and race categories that include "2 or more" and you have the makings of a very confusing set of requirements. 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! Now...there are Utilization Goals for Disabled and Benchmark targets for Veterans! About the Author William H. Truesdell, SPHR, SHRM-SCP, President of The Management Advantage, Inc. has 45 years of management experience, the most recent 25 as president of this nationally known consulting firm specializing in employee management issues. He is the author of five books and taught for nine years as an Extension Instructor at the University of California in Berkeley. He is an expert in personnel policies, legal compliance for managers, equal employment opportunity and avoiding personal as well as organizational liability.