A Compliance Officer (CO) performs the evaluation of your affirmative action plan and he or she must complete the audit in order to close the case with Office of Federal Contract Compliance Programs (OFCCP).
The compliance officer completes what is known as a Standard Compliance Evaluation Report (SCER) Form. The SCER is an internal OFCCP document that provides a methodology for the compliance evaluation. There are several sections that require the CO to:
The CO must list any complaints filed against the employer during the review period with other federal enforcement agencies (such as the U.S. Equal Employment Opportunity Commission, the Wage and Hour Division of the U.S. Department of Labor, or the Occupational Safety and Health Administration) and the status of those complaints;identify data submission problems;identify “EEO trends” in minority and female representation in the employer’s workforce at the audited location (be on the lookout for a forthcoming article on this topic on the Affirmative Action /OFCCP blog) and explain any negative trends;evaluate the employer’s good faith efforts under Executive Order 11246;determine whether the employer has implemented the Sex Discrimination Guidelines and the Guidelines on Discrimination Because of Religion and National Origin;identify problem areas for investigation;evaluate the contractor’s compliance with the technical requirements of Executive Order 11246, Section 503 of the Rehabilitation Act, the Vietnam Era Veterans Readjustment Assistance Act, and Executive Order 13496 (requiring notice of employee rights under the National Labor Relations Act);describe any problems found during the audit, including a discussion of the nature of the problem, relevant evidence reviewed, and actions (if any) taken to resolve the problem; and prepare a case summary and recommendations for appropriate corrective action, if necessary.
Copyright © Affirmative Action Consulting. All right reserved.