NT Lakis attorneys and non-attorney professionals are pleased to present our “Guide to Reviewing Your EEO-1 Categories,” the second in our new “AAP Tune-Up” series of guides designed to provide suggested tasks that contractors can perform during their annual affirmative action plan (AAP) cycles to help ensure compliance with the regulatory requirements enforced by the Labor Department’s Office of Federal Contract Compliance Programs (OFCCP).
Our new “Tune-Up” series focuses on tasks that are not required of federal contractors by any OFCCP regulation, but which if implemented can help minimize the possibility that a company will be found in violation in the event of an OFCCP compliance audit.
One of things you can do is conduct an annual self-audit of your EEO-1 occupational category assignments. Indeed, accurate EEO-1 occupational categories are critical in forming the basis for the AAP job groups OFCCP will be analyzing for race- and gender-based disparities in hiring, compensation, and other employment practices.
Members of the Equal Employment Advisory Council (EEAC) can read more here.