An affirmative action plan, commonly referred to as the AAP, is a program that presents an analysis of the possible underutilization of a given employer of the skills of some of his employees belonging to the protected classes of society. Typically, one of the many affirmative action plan requirements is that the employer has to take several steps to ensure that the said underutilization is corrected, thereby improving the representation of the affected employee within the company.
The AAP is supposed to be written every year, with the affirmative action plan requirements providing that separate programs be implemented for every individual member of the protected class such as the disabled people, Vietnam and other war veterans, women, and those falling under the minority group. The plan need not really be prepared unless an audit has been conducted by the government agency concerned, and the company involved has been found to have discriminated against certain members of the protected group.
Additionally, not all companies are expected to comply with the many affirmative action plan requirements. There are actually three different scenarios under which a given firm is required to come up with an AAP. One is when the company has been set up in such a way that it regularly enters into various business contracts with the many agencies falling under the federal government. In this regard if the said company has at least 50 people under its employ and closes a $50,000 federal government deal, it will be required to present an AAP and maintain the same in order to recruit, hire, and promote disabled individuals, women, veterans, and minority people.
Similarly, a suitable affirmative action plan has to be put into place if a company plays the role of government funds depository regardless of the amount involved. The same thing applies in the case of a company engaged in the issuance and payment of various savings notes and bonds of the US government.
Another scenario when affirmative action plan requirements need to be observed is when the courts have so ordered. In this particular case, an employer is being asked to produce an affirmative action plan since the court has found him or her to have violated federal and state laws against discrimination. As such, the AAP is being pushed to serve as an effective solution to the discrimination made.
The last scenario when an AAP can be implemented is when employers want to be more liberal when hiring people. An example of this is opening job positions traditionally reserved for men to women candidates. By doing so, employers offer a remedy to discrimination previously made against women. For the most part, though, this particular situation is voluntary in nature.
The many affirmative action plan requirements can be a bit complex. For this reason, it is not uncommon to find many companies opting to do away with its implementation unless the court has ordered them otherwise. What they fail to realize is that a violation of the law is possibly being made, and that this can have serious impact on their businesses in the long run.