AAP Solutions From Quick Steps Inc.

News and Updates

2010-08-18T16:52:00.000-04:00

E-Verify (formerly known as the Basic Pilot/Employment Eligibility Verification Program) is an Internet based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify the employment eligibility of their newly hired employees.

E-Verify is free and voluntary and is the best means available for determining employment eligibility of new hires and the validity of their Social Security Numbers.

See "Program Highlights" on the left side of this page for "E-Verify Program Statistics."

What's New

USCIS Revises Employment Eligibility Verification Form

USCIS announced that it has submitted an interim final rule to the Federal Register that will streamline the Employment Eligibility Verification (Form I-9) process. For more information click the USCIS Revises Employment Eligibility Verification Form link below.

Information for Federal Contractors

Federal contractors and subcontractors will be required to begin using the U.S. Citizenship and Immigration Services’ E-Verify system starting September 15, 2009, to verify their employees’ eligibility to legally work in the United States. The Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council amended the Federal Acquisition Regulation (FAR) to reflect this change.

The new rule implements Executive Order 12989, as amended by President George W. Bush on June 6, 2008, directing federal agencies to require that federal contractors agree to electronically verify the employment eligibility of their employees. The amended Executive Order reinforces the policy, first announced in 1996, that the federal government does business with companies that have a legal workforce. This new rule requires federal contractors to agree, through language inserted into their federal contracts, to use E-Verify to confirm the employment eligibility of all persons hired during a contract term, and to confirm the employment eligibility of federal contractors’ current employees who perform contract services for the federal government within the United States. You can read frequently asked questions about this new rule in the link below.

Introduction of the U.S. Passport Card

The U.S. Department of State began production of the U.S. passport card on July 14, 2008. The passport card may be used by those entering the U.S. by land or sea from Canada, Mexico, the Caribbean and Bermuda. The passport card is a valid passport that attests to the U.S. citizenship and identity of the bearer and is acceptable as a List A document for the Form I-9. The passport card may also be used in E-Verify if it is presented to an employer for the Form I-9. For more information, please see the U.S. Passport Card link located in the Related Links section of this page.

Announcing The E-Verify Informational Seminar

The Department of Homeland Security announces its "E-Verify Informational Seminar" – a FREE two-hour information session. Attendees will have the opportunity to learn about the E-Verify program and its proper use. A live demonstration of the E-Verify system and a question and answer segment will allow participants to receive a full understanding of the program and key features. (For More Information go to Related Links on the right side of this page)

US Department of Labor

Employment Standards Administration

Office of Federal Contract Compliance Programs (OFCCP)

OFCCP Once Again Produces Record Financial Remedies for a Record Number of American Workers in FY 07

Enforcement Garners $51,680,950 for 22,251 Workers Subjected to Discrimination

The Employment Standards Administration’s Office of Federal Contract Compliance Programs (OFCCP) enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended. These laws prohibit federal contractors and subcontractors from discriminating in employment based on race, gender, color, religion, national origin, disability or covered veteran status.

In Fiscal Year 2007, OFCCP enforcement efforts resulted in a record $51,680,950 in back pay and annualized salary and benefits for a record 22,251 American workers who had been subjected to unlawful employment discrimination. Of that record enforcement result, 98% was collected in cases of systemic discrimination – those involving a significant number of workers or applicants subjected to discrimination because of an unlawful employment practice or policy. The nearly $52 million reflects a 78% increase over financial remedies obtained in FY 2001. This marks the third consecutive year that OFCCP has posted record enforcement numbers.

Fiscal Year	Financial Remedies Obtained	Workers Recompensed by OFCCP Agreement	Compliance Evaluations
2007	$51,680,950	22,251	4,923
2006	$51,525,235	15,273	3,975
2005	$45,156,462	14,761	2,730
2004	$34,479,294	9,615	6,529
2003	$26,220,356	14,361	4,698
2002	$23,975,000	8,969	4,135
2001	$28,975,000	9,093	4,716
Change From 2001 to 2007	78%	245%	4%

Initiatives at OFCCP Yield Dividends

OFCCP’s initiatives of the last several years are making it a more effective and efficient civil rights enforcement agency. Compared with years past, OFCCP more quickly and accurately screens contractor establishments for indicators of potential discrimination with its Active Case Management (ACM) system. Under ACM, which was fully implemented in each of OFCCP’s regions in FY 2005, the agency opens more reviews than it did in the past and the agency uses

automated statistical tools to rank and prioritize establishments for further review based on the probability that discrimination would be uncovered during a full-scale review. OFCCP is using ACM to identify and resolve cases of systemic discrimination with greater frequency. OFCCP is monitoring a larger portion of the federal contractor universe than it has in the past, and it is prioritizing its resources to address the worst offenders of the law. ACM is an effective mechanism for targeting systemic discrimination: In FY 2005-2007, OFCCP closed an average of 11.4% of evaluations with a conciliation agreement, compared with 6.7% of evaluations closed with a conciliation agreement in FY 2004.

Since its inception, OFCCP has relied on contractor voluntary self-identification to determine companies over which OFCCP has jurisdiction. In FY 2005, OFCCP implemented the Contracts First project to produce a contractor selection list that is based on evidence of actual contracts. This initiative inserts information about contract awards into the database used for selection and scheduling of reviews at facilities. Additionally, the selection system is enhanced by access to an OFCCP database of facilities where no compliance reviews have been conducted in recent years.

Clearer Guidance and More Enforceable Standards

Since 2001, OFCCP has enacted policy initiatives and directives to provide clearer guidance for employers and more enforceable standards for OFCCP.

Jobs for Veterans Act Rule

In August 2007, OFCCP published a rule to implement changes to the nondiscrimination and affirmative action obligations of federal contractors with respect to covered veterans that were required by the 2002 Jobs for Veterans Act (JVA) amendments to the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (VEVRAA). Among other things, the JVA expanded the categories of veterans protected by the affirmative action provisions of the law, raised the dollar amount of the Government contracts that are subject to the requirements of VEVRAA, and changed the manner in which federal contractors must list employment openings.

Compensation Standards

OFCCP also recently published in the Federal Register interpretive standards for evaluating compensation practices, providing contractors with the first definitive guidance on the subject ever. The standards provide the agency a stronger basis for pursuing investigations of possible systemic compensation discrimination because of their transparency and because of their consistency with court rulings on pay discrimination law. OFCCP also conducted 31 Corporate Management Compliance Evaluations (CMCEs), also known as "Glass Ceiling" audits, in FY 2007.

Compliance Assistance Efforts

OFCCP also continued to build upon its comprehensive compliance assistance program, conducting about one thousand compliance assistance events in each of the last four years. OFCCP’s recently enhanced monitoring of the federal contractor universe encourages self-management. Compliance assistance outreach helps employers prevent unlawful discrimination in their workplaces by providing them with the information necessary to effectively monitor their workplaces.

Strong Enforcement

A significant portion of the recoveries came from cases referred to the Office of the Solicitor (SOL) for enforcement litigation. In FY 2007, OFCCP obtained over $18 million in financial remedies for 6,890 workers in cases referred to SOL. OFCCP also now involves SOL attorneys earlier in its review process and more often in conciliation meetings with contractors.

Fiscal Year

FY 04

FY 05

FY 06

FY 07

Change From 2006

Financial Remedies Obtained Through SOL Enforcement	$11,756,573	$6,389,582	$15,104,124	$18,051,288	20%
Referred Systemic Discrimination Cases	10	16	9	14	56

Charlotte Area Liaison Group meeting on Thursday, August 19, 2010

2010-08-17T18:27:00.000-04:00

Please join us for our next Charlotte Area Liaison Group meeting on Thursday, August 19, 2010, 8:30 a.m. -10:00 a.m. at The Employers Association, 3020 W. Arrowood Rd. Charlotte, NC 28273.

We are pleased that we have secured Angelique Ellison, the Assistant District Director of the Office of Federal Contract Compliance Program, Charlotte, NC, to speak with us on the topic of"New Trends in On-site OFCCP Audits"

Angelique Ellison is the Assistant District Director of the Office of Federal Contract Compliance Program, Charlotte, NC. She brings a wealth of knowledge and expertise gained over the course of a 17-year career as a public servant. Angelique earned a BA in Sociology and a MA in Human Resource Management.

ANNUAL MEETING : Friday, November 12th, 2010, 11:30 a.m.

More details to come. As a reminder the CALG provides educational, networking opportunities and updates on the latest trends and policies from the US Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) and U.S. Equal Employment Opportunity Commission (EEOC) to help enhance cooperative compliance efforts. It also provides a forum for open communications with other DOL compliance agencies. Join our group by responding atwww.calginc.org.

Click Here to RSVP

Thank for replying to our invitation. I hope I have the opportunity to meet with you and discuss the information and quality services provided by CALG, Inc.

Sincerely,

Julie O'Hara-Harvey
Secretary, CALG, Inc.

Dust Off Those "Other" Plans: OFCCP Getting Serious About Vets &. Disability Obligations

2010-03-04T13:21:00.000-05:00

February 22, 2010
By Cara Crotty
Columbia Office

Although the Office of Federal Contract Compliance Programs stepped up enforcement of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act toward the end of the Bush administration, those efforts pale in comparison with the Obama administration’s stated agenda. Patricia Shiu, the new Assistant Secretary over the OFCCP, has announced increased focus on enforcement regarding veterans and disabled workers. Contending that the agency had done “literally nothing” for the past eight years in the area of veterans and disability, Shiu promises change.

Covered federal contractors and subcontractors are required to take affirmative action to recruit, hire, train, and retain individuals with disabilities and certain categories of veterans. These obligations have, however, taken a back seat to enforcement of Executive Order 11246, which requires the same affirmative action for females and minorities. Executive Order 11246 also requires a detailed analysis of the race and gender demographics in an employer’s workforce, as well as employment activity and compensation practices.Where unexplained areas of disparate impact exist, contractors are often required to pay large amounts in monetary penalties. (During the Bush administration, the OFCCP had record monetary recoveries year after year).

By contrast, under the Rehabilitation Act and VEVRAA, contractors are not required to conduct any such analysis, primarily because of the lack of comparative data for individuals with disabilities and veterans. Without the analyses, there is no possibility of monetary recovery, which may explain the disproportionate emphasis on enforcement of Executive Order 11246 until now.

In its Congressional Budget Justification for Fiscal Year 2011, the agency says that it will “solicit recommendations from unions, civil rights groups, community-based organizations, and other stakeholders which are designed to ensure that the regulations [implementing the Rehabilitation Act and VEVRAA] are responsive to stakeholder needs and concerns.” To this end, the OFCCP has been conducting town hall meetings and “listening sessions” to gather comments from the public regarding possible changes to its regulations. Shiu has said that the agency intends to publish proposed regulations updating contractor requirements under these laws in December 2010. There is speculation that the new regulations will require contractors to analyze their recruitment and hiring efforts with respect to individuals with disabilities and covered veterans, and to establish numerical goals for these groups, as is currently required for females and minorities.

In the past, the OFCCP’s enforcement of the Rehabilitation Act and VEVRAA has included little more than requesting documentation of contractors’ good-faith efforts to recruit individuals with disabilities and veterans during the course of a compliance review. More recently, however, Constangy attorneys and affirmative action specialists have observed that the OFCCP is conducting on-site investigations of compliance with the Rehabilitation Act and VEVRAA, even in instances where the Females & Minorities plan shows no areas of disparate impact or other problems.

In light of this focus, to be prepared for a possible compliance review, we recommend that all contractors take, at a minimum, the following steps:

Review your AAPs for Individuals with a Disability and Covered Veterans and re-familiarize yourself with its provisions and your responsibilities.
Ensure that all external job openings lasting more than three days (except for top executives) are listed with the appropriate state unemployment office.
If you accept online applications, provide a notice describing how individuals with disabilities may request reasonable accommodations in the application process.
If you use an online application process, post the EEO notices required by the regulations so that electronic applicants will see them at some point during the process. Companies are used to posting hard copies of these notices in areas where traditional applicants apply, but the OFCCP is now checking to ensure they are equally available to electronic applicants.
Routinely notify organizations that help disabled individuals or veterans find employment of your commitment to equal employment opportunity and affirmative action, and advise where and how interested candidates can apply for employment with your company. (Of course, this should also be done with female and minority organizations.)

OFCCP to “remodel” construction regulations
Speaking of dust, Shiu has also announced that the regulations covering construction contractors may soon be undergoing renovation. Various interest groups have begun a campaign to pressure the OFCCP to update the construction goals for females and minorities, which have not been changed in approximately 30 years. The current goal for females on construction projects is 6.9% of all hours worked; the goal for minorities varies depending on geographic location.

Although construction companies have historically received little attention from the OFCCP, the agency’s recent emphasis on compliance reviews of companies receiving stimulus funds under the American Recovery and Reinvestment Act has also increased the burden on construction companies, which received the majority of ARRA funds.

For more information regarding the OFCCP’s new agenda, or if you have any questions relating to affirmative action, please contact a member of Constangy’s Strategic Affirmative Action Practice Group or the Constangy attorney of your choice.

Don't forget! Constangy's Affirmative Action practice group presents a Quarterly Webinar series discussing recent AA topics, as well as their standard webinar programs. These webinars are presented to organizations individually for a flat rate regardless of number of attendees. To schedule one of our webinars for your organization, contact Cara Crotty or the Constangy attorney of your choice.
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Constangy, Brooks & Smith, LLP has counseled employers on labor and employment law matters, exclusively, since 1946. A “Go To” Law Firm in Corporate Counsel and Fortune Magazine, it represents Fortune 500 corporations and small companies across the country. Its attorneys are consistently rated as top lawyers in their practice areas by sources such as Chambers USA, Martindale-Hubbell, Super Lawyers, and Top One Hundred Labor Attorneys in the United States. More than 120 lawyers partner with clients to provide cost-effective legal services and sound preventive advice to enhance the employer-employee relationship. Offices are located in Georgia, Florida, South Carolina, North Carolina, Tennessee, Alabama, Virginia, Missouri, Illinois, Wisconsin, Texas, California and Massachusetts. For more information, visitwww.constangy.com.
For a printer-friendly copy of this Affirmative Action Alert, click here.

Why to Have a Solid AAP - As a Federal Contractor Could Your Company Afford This?

2010-01-11T16:44:00.000-05:00

JOB BIAS CHARGES APPROACH RECORD HIGH IN FISCAL YEAR 2009, EEOC REPORTS

U.S. Equal Employment Opportunity Commission
PRESS RELEASE
1-6-10
Commission Obtains $376 Million for Victims of Discrimination

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today announced that 93,277 workplace discrimination charges were filed with the federal agency nationwide during Fiscal Year (FY) 2009, the second highest level ever, and monetary relief obtained for victims totaled over $376 million. The comprehensive enforcement and litigation statistics for FY 2009, which ended Sept. 30, 2009, are posted on the agency’s web site at http://www.eeoc.gov/eeoc/statistics/enforcement/index.cfm.“The latest data tell us that, as the first decade of the 21st century comes to a close, the Commission’s work is far from finished,” said EEOC Acting Chairman Stuart J. Ishimaru. “Equal employment opportunity remains elusive for far too many workers and the Commission will continue to fight for their rights. Employers must step up their efforts to foster discrimination-free and inclusive workplaces, or risk enforcement and litigation by the EEOC.”

The FY 2009 data show that private sector job bias charges (which include those filed against state and local governments) alleging discrimination based on disability, religion and/or national origin hit record highs. The number of charges alleging age-based discrimination reached the second-highest level ever. Continuing a decade-long trend, the most frequently filed charges with the EEOC in FY 2009 were charges alleging discrimination based on race (36%), retaliation (36%), and sex-based discrimination (30%). Multiple types of discrimination may be alleged in a single charge filing.The near-historic level of total discrimination charge filings may be due to multiple factors, including greater accessibility of the EEOC to the public, economic conditions, increased diversity and demographic shifts in the labor force, employees’ greater awareness of their rights under the law, and changes to the agency’s intake practices that cut down on the steps needed for an individual to file a charge.

The FY 2009 data also show that the EEOC resolved 85,980 private sector charges. In FY 2009, the Commission resolved more charges than ever alleging unlawful harassment, as well as allegations under Title VII of the Civil Rights Act. In FY 2009, the EEOC recovered a record high of $294 million through administrative enforcement and mediation. Further, the productivity of EEOC investigators increased in FY 2009. The EEOC resolved the second highest number of charges per available investigator in the past 20 years.The Commission also filed 281 new “merits” lawsuits and resolved 321 merits lawsuits in FY 2009 (merits suits include direct suits and interventions alleging violations of the substantive provisions of the statutes enforced by the Commission and suits to enforce administrative settlements).

Through its combined enforcement, mediation and litigation programs, the EEOC recovered more than $376 million in monetary relief for thousands of discrimination victims, and obtained significant remedial relief benefiting millions of workers across the country (e.g., court decrees or settlements requiring employers to change discriminatory policies or practices).
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the Commission is available on its web site at www.eeoc.gov.

OFCCP Web Listening Series

2010-01-08T09:02:00.000-05:00

On Monday, December 7, 2009, the Department of Labor issued its Semiannual Regulatory Agenda, announcing the Department’s anticipated regulatory activities and priorities for the upcoming year. Included in the Department’s Agenda are three regulatory activities from the Office of Federal Contract Compliance Programs (OFCCP).

OFCCP’s mission is to enforce three equal employment opportunity laws: Executive Order 11246, as amended (EO); Section 503 of the Rehabilitation Act of 1973, as amended (503); and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212 (VEVRAA). These laws prohibit federal contractors and subcontractors from discriminating on the bases of race, color, religion, sex, national origin, disability, and veteran status. They also require affirmative action in employment by federal contractors and subcontractors. OFCCP accomplishes its mission by conducting compliance evaluations, investigating complaints filed, and hosting compliance assistance events for federal contractors and subcontractors.

In late 2010 and early 2011, OFCCP plans to publish a series of proposals that will seek to enhance the agency’s existing regulations and improve compliance with the laws that OFCCP enforces. To help inform the development of these proposals, OFCCP is seeking input from stakeholders.

Please join OFCCP Director Patricia A. Shiu, as she hosts a series of one-hourWeb Listening Sessions that:

· Highlight OFCCP’s anticipated regulatory activities;

· Offer a critical opportunity for stakeholders to provide suggestions and recommendations to OFCCP;

· Provide information on how stakeholders can participate in the official rulemaking process.

Register for the listening session you’re interested in by clicking the applicable date below. Register early, as space is limited!

Tue, Jan 12, 2010 2:00 PM - 3:00 PM EST - - Affirmative Action & Nondiscrimination Obligations of Contractors and Subcontractors; Evaluation of Recruitment and Placement Results under Section 503 of the Rehabilitation Act. This regulation protects individuals with disabilities from employment discrimination by federal contractors and subcontractors. Projected Publication date for Advance Notice of Proposed Rulemaking (ANPRM): 12/2010

For the audio portion of this listening session, please call 800-369-1722, (outside United States call 517-308-9423). This passcode will be required to join the call: 6341500. (Restrictions may exist when using a mobile telephone.) To submit comments, suggestions, or feedback please email: OFCCP-Regulatory-Agenda-503@dol.gov

Thu, Jan 14, 2010 2:00 PM - 3:00 PM EST - - Affirmative Action & Nondiscrimination Obligations of Contractors and Subcontractors; Evaluation of Recruitment and Placement Results under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). Under VEVRAA, federal contractors and subcontractors are prohibited from discrimination on the basis of veteran status. Projected Publication date for Notice of Proposed Rulemaking (NPRM): 12/2010

Wed, Jan 20, 2010 2:00 PM - 3:00 PM EST - - Construction Contractor Affirmative Action Requirements. OFCCP regulations at 41 CFR Part 60-4, require Federal and federally assisted construction contractors to provide equal opportunity in all construction trades. Projected Publication date for Notice of Proposed Rulemaking (NPRM): 1/2011

OFCCP values stakeholders’ engagement in the rulemaking process and encourages all interested parties to provide suggestions and feedback on the current regulations. Please note however, that these sessions will take place prior to the publication of any official proposals, and will not be considered regulatory comments. For this reason, OFCCP will not be making a presentation with respect to the planned content of any of the forthcoming regulatory proposals and will be unable to answer specific questions regarding the planned content. These listening sessions are intended to be just one of many steps that OFCCP will take as it begins the process of developing the proposals. OFCCP has allotted 45 minutes for suggestions and feedback and each caller that wishes to make a statement will be provided with two minutes to present until the available time is exhausted.

United States Department of Labor OASP - Employment Law Guide Update

2009-11-30T16:39:00.002-05:00

The U.S. Department of Labor today announced the availability of an updated version of its popular Employment Law Guide, an online publication that describes the major employment laws administered by the department. The Guide helps the public — workers and employers — understand many of the laws affecting the workplace. It helps small businesses develop wage, benefit, safety and health, and nondiscrimination policies and benefits employees and employee representatives who need information about worker rights and responsibilities under federal employment laws.
The Employment Law Guide is a companion to the department’s FirstStep overview advisor, an online system that allows employers to quickly and easily determine which federal employment laws apply to them by answering a few simple questions about relevant variables. Together, the updated Employment Law Guide and the FirstStepoverview advisor offer employers the information they need to ensure safe and fair workplace policies and practices. Both are available at http://www.dol.gov/elaws orhttp://www.dol.gov/compliance.

Do You Know Your AAP Score?

2009-11-12T10:53:00.005-05:00

As your AAP year begins to wind down do you know your AAP score? Does your management team know the facility AAP score? Hopefully, you've been actively involved in tracking all of the key personnel activity throughout the AAP year. Each individual applicant, hire, promotion, demotion, transfer, job posting, job vacancy, suspension, disciplinary action, compensation action, and, termination statistically become part of your AAP Scorecard. The sum of all these personnel activities when comparing the protected groups vs the non-protected groups determine the final analysis of Impact Ratios and Standard Deviations. Impact Ratios below .80 with Standard Deviations of 2.0 or higher are statistical indicators that Systemic Discrimination may be occurring unlikely by chance. This is definitely something the OFCCP would most likely require much detailed information be provided for and most likely would schedule and an onsite visit for further investigation. A good self audit system is a good way to be aware of early on in being alerted to these type trends. This gives you the opportunity to address potential problem areas as they begin to develop and manage them in a positive direction. Making "Good Faith" to address problem areas is what the OFCCP expects to see you doing. It's critical to account for and measure all the "Good Faith" efforts being accomplished in your location. This will clearly demonstrate to the OFCCP that your are in fact in charge and effectively managing your locations Affirmative Action Plan.

AAP Preparation & Audits in the Beginning & NOW

2009-10-26T14:50:00.006-04:00

In the early days of Affirmative Action Plan preparation and audits there was no desktop computers, no internet, no email, no blogs, and no website resources. It was an overwhelming amount of work to do with huge mountains of printouts on green bar paper and not a clue where to begin. It was easy to tell yourself with all the different hats you had to wear as an HR Professional you just needed to wait until you had time to sort through and figure it out. The big problem with this was you never really had the time so you kept putting it off and putting it off. In reality in the beginning we never took the time to make it important and give it the time we should have.

Unfortunately today’s Human Resource Professional falls into that crisis of being overwhelmed, feeling helpless and making the same mistake of putting it off and waiting until you have more time. With the economy of today and companies closing plants, reducing workforces, cutting budgets, combining jobs, increasing workloads, reducing pay, and slashing benefits. Today’s HR Professional is having to administer all of these negative actions and in most instances while there on staff is being reduced. When this type of trauma erupts inside a work location it becomes the top priority to maintain operations, keep morale positive, and don't let performance in any area slip.

While all these hectic things keep happening your business unit the Compliance Clock keeps ticking. Applicants, hires, promotions from, promotions to, involuntary terminations, voluntary terminations, placement rate goals for minorities, placement rate goals for females, and don't forget all the compensations actions that have occurred. Good AAP management is like SAFETY, it does not happen by accident. It requires constant data maintenance, periodic detailed audit data analysis, a clearly defined action plan with measures of what needs to be accomplished, and solid communication to your business unit decision makers on what the score is.

Quick Steps Inc. is a resource that can provide positive solutions for today’s Human Resource Professional. We can provide you with the formal data management, data analysis, and detailed data reporting needed to have a high quality effective Affirmative Action Plan program in place to meet the compliance requirements you will have.