Becoming a federal contractor could be a great opportunity for you company. But, doing so might come with some surprises.
Every day, hundreds of small- to mid-sized business that become federal contractors quickly realize they are in need of an Affirmative Action Plan, and they battle with the decision of outsourcing or attempting to complete it in house.
Surprisingly, the answer is simple.
If your company has a dedicated equal employment opportunity staff (EEOS) who knows how to manage the data, make well-informed decisions in the program and can utilize the results to pass an OFCCP audit, then buying software could be the right solution. However, for most companies, this is not the case and must consider outsourcing in some capacity.
Unless your HR manager fully understands the data that is needed to have a 100-percent-compliant Affirmative Action Plan, it is easy to create an indefensible Affirmative Action Plan. It is essential to have knowledge of the industry policies and procedures in order to create an affirmative action plan that is compliant.
Often times, the requirements for being compliant are complex and confusing. There is substantial risk to contractors who choose a quick, low-cost method. And, many take the easy way out by buying software to save money, placing far too much at stake.
The truth is, however, the fees for outsourcing and using an expert consultant is a fraction of what it used to be. Not only has the cost value become more attractive, but the deliverables typically exceed anything a software program could provide.
Don’t put the future of your company on the line; Lincoln Tyler Management’s staff provides the expertise to ensure that your affirmative action plan is 100-percent compliant for an OFCCP audit if you choose outsourcing is best for you.