Sometimes, being a federal contractor can be overwhelming. Did you remember to do this? Did you forget to do that? Is there something that you didn’t even know that you need to do? How do you even know?
The answer is “There is a good chance that you won’t.”
If you’re a new federal contractor and are still learning the process of what it means to be one, you might have a lot of questions. One of the most important things that you should know is that the Office of Federal Contract Compliance Programs (OFCCP) regularly chooses random federal contractors and subcontractors for audits. This in itself can sound scary, but it doesn’t need to be if you conduct the proper preparation.
If your company receives a notice for an audit, don’t fret; however, it is best to act immediately because you have only 30 days of preparation to submit your Affirmative Action Plan–a written document containing information and analyses of a federal contractor’s workforce that is used as a management tool to ensure equal employment opportunity.
And, without a current written Affirmative Action Plan, your opportunity to take appropriate corrective action diminishes.
The biggest obstacle that your company will have if there isn’t an Affirmative Action Plan in place is that you don’t know where you stand in your Affirmative Action efforts and, in result, won’t have the opportunity to take appropriate corrective measures when the audit letter arrives. And, because the OFCCP requires companies to include a review of their annual percentage placement goals set in the previous year in their plans, you may be in jeopardy and open for a recordkeeping violation without this documentation.
Don’t let the stress of being audited get to you; Lincoln Tyler offers a peace of mind by being there to give your company preparation support and defend it through each step of any audit that you may face.