Affirmative Action Plan

BACKGROUND: Recently the company had to downsize and my department (Human Resources) went from five employees down to two, leaving all the responsibilities to administrative assistant and myself. The key loss that we took was losing the legal and ethics manager whom administered all of the employee records. Since then I have not maintained employee records, including hiring records, employee classified records, and all other paperwork associated with maintaining the affirmative action plan. There was an article in the Sunday paper that has made me worried about my bad record keeping habits. Also we have just received a letter from the Office of Federal Contract Compliance Programs (OFCCP), stating that we have been selected for a full desk audit regarding our affirmative action plan. The first thing that we are going to do is perform an internal audit. The main focus for the internal audit will be our employee record keeping including information specific to our affirmative action plan. The audit is going to be designed to measure the effectiveness of the affirmative action plan, document personnel activity, identify problem areas where remedial action is needed, and to determine the degree to which FCI’s affirmative action plan goals and objectives have been obtained.

ADUIT: During this audit we will be performing statistical analyses to determine the existence of adverse impact in the selection process and pay disparities and preserving personnel and employment records. Starting with reviewing personnel activities, they are going to be reviewed to ensure nondiscrimination and equal employment opportunity for all individuals without regard to their race, color, gender, religion, or national origin. These activities include; recruitment, advertising, and job application procedures, hiring, promotion, upgrading, award of tenure, layoff, recall from layoff, rates of pay and any other forms of compensation including fringe benefits, job assignments, job