Hire an Affirmative Action Veteran to Ensure VEVRAA Compliance

You are probably aware that OFCCP regulations implementing VEVRAA require that certain Federal contractors and subcontractors develop and maintain a written affirmative action program (AAP).

Beyond the AAP, though, consider the heightened expectations of the Federal government:

Outreach Effectiveness: Are you creating a written assessment of how effective your outreach to veterans is, each year? Are you implementing new outreach strategies in response to that assessment?

Focused Reviews: OFCCP has launched a new audit format that focuses specifically on your affirmative action efforts for veterans and it includes an on-site visit and interviews with your employees. Have you prepared your workforce for this and developed strong practices for veteran employment?

Alignment of VETS-4212, AAP, and EEO-1 Reporting: Three different Federal agencies are collecting similar data on your workforce. Do all three reports align with each other?

Mandated Job Listings: This isn’t new, but as the use of technology in recruiting continues to rise, are your long-term compliance requirements like listing jobs with the state job service, soliciting applicants’ veteran status, and including an equal opportunity tagline in every ad falling through the cracks? Has your company notified the state job service of your contact person for receiving veteran candidate referrals?

As one of the nation’s leading affirmative action plan development and consulting companies, HR Works can help ensure OFCCP-VEVRAA compliance, here’s why:

• More than 25 years of experience developing AA plans and preparing VETS-4212 Reports
• Written and executed thousands of plans across diverse industry segments
• Record of 100% technical compliance in OFCCP audits
• Keen understanding of VEVRAA requirements
• Go beyond the AAP to provide implementation tools, plus outreach and compliance best practices
• Serve as an extension of your HR department