For government contractors, we can assist you in setting up an affirmative action compliance program creating fully compliant AAPs, and providing complete OFCCP audit support. We will work together to assess your organizational structure to create the required AAPs for E.O. 11246 (minorities and females), Section 4212 (protected veterans) and Section 503 (Individuals with disabilities.) We will also guide you in developing policies and designing programs to comply with the requirements of E.O. 11246, Section 4212 (VEVRAA), and the Section 503 (Rehabilitation Act). We provide year round support and our assistance does not end when your plans are complete.
For government contractors and organizations with more than 15 employees who may need an internal complaint investigation or assistance in responding to a formal EEOC or state agency charge of discrimination, we have ex-EEOC experts with years of experience to handle all of your investigative needs.
Since 1990, Workplace Dynamics LLC has provided EEO and affirmative action / AAP compliance consulting services embracing our core values of professional service, personal relationships, and integrity. We will always communicate honestly and respectfully and will protect your confidential information. When we work together, we can identify issues and formulate recommendations hand-in-hand to best assure the attainment of your objectives.
Whether your organization is small or large, our consulting services are specifically tailored to your unique needs. We distinguish ourselves with our hands-on, highly personal approach to handling your human resource needs. Let our experienced staff of consultants help you with your EEO and Affirmative Action needs.What does compliance mean to us?
Providing legal compliance advice without fully considering your business needs misses the mark. We must consider both to successfully provide meaningful compliance solutions.
We understand the difficulty you may have meeting business demands while maintaining compliance with the many employment laws. For your HR function to fully support business operations, it will need to be able to make judgments about how business decisions impact legal compliance. We can help you balance your business dynamics with legal workplace compliance.
It is important for you to know what compliance means to us:
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