Affirmative Action Plan

bhamilton

I am new in the AA field and have a question as a small business (less than 150) regarding what constitutes an applicant - one that applies for a job or one who is interviewed for a job?

HRCalico

I record them if they apply. I don't get that many applicants to make it overwhelming. If I have only a resume (no application with the voluntary AA disclosure page) and interview them, I have them fill out the app. If I don't interview them, I leave those boxes blank on my tracking spreadsheet.

I believe some people define applicants as those who apply to a specific job during the period said job is open. The rest are not accepted as applications.

Feel free to e-mail me directly with more questions, although by no means am I an expert.

bhamilton

OK, now I am worried as I don't have a voluntary disclosure page and if you could send me a copy, that would be great. My fax is 207-487-3240 or email directly to [email]bhamilton@almy.com[/email]. Thanks so much for answering my question.

HRCalico

I just sent you an e-mail.

mushroomHR

We have discussed this topic at length in previous posts. Do a search and you will find some helpful information.

bhamilton

Thanks - found some info.

Gillian3

You may have already found it, but make sure that you read a post that I did on this subject a couple or three weeks ago. I was passing on information that came from the Office of Federal Contract Compliance Programs, the AA people.

Ed C

If your company happens to be a bank or credit union, I have some good news for you. Send me an email with contact info and I'll get in touch. - - - Ed

mushroomHR

Ed: Why don't you post your good news on the Forum for all to read? Or are you trying to gather e-mail addresses for soliciting?

HRCalico

Unless Ed went to some very elaborate web site work, I'm pretty sure he's legit. (Hey, Ed, are you in the picture? Which one?) But I am curious to hear what good news I'm missing out on by being in manufacturing instead of the financial world.

Ed C

There are some pretty suspicious folks on the forum. I wouldn't even know how to gather email addresses. My reply would only be helpful to a small group of readers. Anyway, my community bank recently hired its 50th employee. With our connection with the FDIC and US Savings Bonds, we must now put into place an Affirmantive Action Plan and all the "applicant" procedures that go along with that plan. For banks, there's a very professional law firm in Atlanta that specializes in the creation of AA plans for the industry. The name is: Employment Law Compliance, Inc. Phone: (866) 801-6302.

Cheryl S SPHR

I am in banking as well and use this firm. They have been very helpful.

mushroomHR

Not suspicious Ed--just cautious.

Deb S

Ed:

I think you made my day! My husband is studying for the PHR (Ya, I know, two HR geeks in the same family)and showed me a couple of paragraphs about banks and credit unions/savings bonds/AA plan, but it made no mention of the 50 or more employees. Does that 50+ employees rule apply to financial institutions? I'm hoping it does, or I got a lot of work ahead of me.

Ed C

My understanding is that if you have 50+ employees AND do any business with the US government, then you need to have a formal AA plan.

NADUR

Ed -

I'm curious. Did you have an AA plan in place before you hit 50 employees or did you scramble to get one in place when you hit 50? I suspect our community bank will hit 50 employees within the next 6 months so I'm trying to get ahead of the curve. How much time does it take to get a plan in place?

SMace

I think this may clear up some confusion.

Executive Order 11246 states in part (I'm paraphrasing): non-construction employers must develop a written affirmative action plan if (1) they have 50 or more ee's (2)...serve as a depository of federal funds in any amount or if they are a financial institution which is an issuing/paying agent for US savings bonds and savings notes in any amount.