It can often be difficult to understand policies and procedures in the workplace. One area in which this is the case is in regards to Affirmative Action Plan Outsourcing. While in-house employees can provide information on affirmative action, it is often better to have an outside agency build a comprehensive Affirmative Action plan.
Most often firms working in this area will provide detailed reports to clients with regards to statistical analysis of employees. Then, if there are any problems with regards to the plan, the firm will often work to help clients correct such errors before a potential audit. While this is the case, it is imperative that employers provide accurate information with regards to employees.
In order to avoid this issue, firms generally provide ongoing and comprehensive reviews throughout the process. After which, the employer will receive a plan that can stand up to the stringent rules and regulations with regards to affirmative action. In fact, a number of companies consider these plans to be a practice or advance audit to prepare for an actual audit in the future.
The first process in preparing a plan is known as data collection. During this phase, the firm will acquire information either through email attachments, fax or hard copy documentation. It is often recommended that both parties keep a record of any and all correspondence, reports, research and other associated information related to the client.
The second phase is known as statistical analysis. In this second phase, firms provide an overall review of all information to assure accurate information has been provided for each employee. A report is then generated to reflect the data, should there be any questions or errors during this phase, most firms will work closely with employers to eliminate any errors before moving on to the next phase.
Once the statistics have been provided by the employer, a second specialist will review the information. The peer review is to assure that all information is accurate, correct and provided in the correct format. Once the statistics have been calculated, it is important that the client confirms that the information is in line with in-house reports.
The last step before a client review is to have the documentation reviewed by an attorney whom works in affirmative action. It is also important that the individual be currently licensed in the State in which the client is located. For, regardless of whom may be at fault, if the client were to fail an audit, the client and firm could be at risk of legal issues such as potential fines and court costs depending on local, State and Federal law.
In the final phase, clients review the plan as provided by the firm to assure accuracy and completeness. At which time, the firm often provides a number of days to return the completed documents for any necessary additions or revisions. Then, once finalized, most firms will provide six to twelve months in which additional edits can be made free of charge.
Most often firms working in this area will provide detailed reports to clients with regards to statistical analysis of employees. Then, if there are any problems with regards to the plan, the firm will often work to help clients correct such errors before a potential audit. While this is the case, it is imperative that employers provide accurate information with regards to employees.
In order to avoid this issue, firms generally provide ongoing and comprehensive reviews throughout the process. After which, the employer will receive a plan that can stand up to the stringent rules and regulations with regards to affirmative action. In fact, a number of companies consider these plans to be a practice or advance audit to prepare for an actual audit in the future.
The first process in preparing a plan is known as data collection. During this phase, the firm will acquire information either through email attachments, fax or hard copy documentation. It is often recommended that both parties keep a record of any and all correspondence, reports, research and other associated information related to the client.
The second phase is known as statistical analysis. In this second phase, firms provide an overall review of all information to assure accurate information has been provided for each employee. A report is then generated to reflect the data, should there be any questions or errors during this phase, most firms will work closely with employers to eliminate any errors before moving on to the next phase.
Once the statistics have been provided by the employer, a second specialist will review the information. The peer review is to assure that all information is accurate, correct and provided in the correct format. Once the statistics have been calculated, it is important that the client confirms that the information is in line with in-house reports.
The last step before a client review is to have the documentation reviewed by an attorney whom works in affirmative action. It is also important that the individual be currently licensed in the State in which the client is located. For, regardless of whom may be at fault, if the client were to fail an audit, the client and firm could be at risk of legal issues such as potential fines and court costs depending on local, State and Federal law.
In the final phase, clients review the plan as provided by the firm to assure accuracy and completeness. At which time, the firm often provides a number of days to return the completed documents for any necessary additions or revisions. Then, once finalized, most firms will provide six to twelve months in which additional edits can be made free of charge.
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