Presented to: Evergreen Packaging April 4, 2007 AAP Resource Group Specializing in Affirmation...

Presented to:Presented to:Evergreen PackagingEvergreen Packaging

April 4, 2007April 4, 2007

AAP Resource GroupAAP Resource GroupSpecializing in Affirmation Action PreparationSpecializing in Affirmation Action Preparation

Presented by:Presented by:Adrian BondAdrian Bond

PresidentPresident3249 Winderly Pine Cove3249 Winderly Pine Cove

Memphis, TN 38125Memphis, TN 38125

Friday, April 21, 2023Friday, April 21, 2023 22

ServicesServices

AAP PreparationAAP Preparation Compliance Review AssistanceCompliance Review Assistance ConsultationsConsultations Pre-audit ReviewPre-audit Review Adverse Impact AnalysisAdverse Impact Analysis Applicant Flow LogsApplicant Flow Logs Salary Equity AnalysisSalary Equity Analysis EO SurveysEO Surveys EEO-1 ReportsEEO-1 Reports VETS-100 ReportVETS-100 Report On-site Audit SupportOn-site Audit Support

http://www.aapresourcegroup.com/index11.htm#AAP%20Preparation%23AAP%20Preparation

http://www.aapresourcegroup.com/index11.htm#Compliance%20Review%20Assistance%23Compliance%20Review%20Assistance


AAP PreparationAAP Preparation

We prepare all the requirements for a "full" Affirmative Action Plan, including:We prepare all the requirements for a "full" Affirmative Action Plan, including:

Internal Audit and Reporting SystemsInternal Audit and Reporting Systems Development and Execution of Action Development and Execution of Action

Oriented ProgramsOriented Programs Placement GoalsPlacement Goals Lines of ProgressionLines of Progression Annual Training Annual Training Analysis of Staffing JobsAnalysis of Staffing Jobs Entire Census Statistics for Each FacilityEntire Census Statistics for Each Facility Population and Employment StatisticsPopulation and Employment Statistics Salary Code ListingSalary Code Listing Pregnancy Related Disability PolicyPregnancy Related Disability Policy Family and Medical Leave PolicyFamily and Medical Leave Policy Affirmative Action Efforts/Sexual Affirmative Action Efforts/Sexual

HarassmentHarassment

Workforce Analysis Workforce Analysis Job Group Analysis Job Group Analysis Availability Analysis Availability Analysis Utilization Analysis Utilization Analysis Full Census Data Support Full Census Data Support

Documentation Documentation Goal Setting Worksheet Goal Setting Worksheet Goal Achievement Worksheet Goal Achievement Worksheet All Logs (applicant flow, hires, All Logs (applicant flow, hires,

promotions, terminations) promotions, terminations) Adverse Impact Analyses (hires, Adverse Impact Analyses (hires,

promotions, terminations) promotions, terminations) Identification of Problems Areas Identification of Problems Areas Good Faith Effort Narrative Summaries Good Faith Effort Narrative Summaries Religion and National OriginReligion and National Origin Establishment of ResponsibilityEstablishment of Responsibility


Compliance Review AssistanceCompliance Review Assistance

In the event a government compliance review is initiated for your In the event a government compliance review is initiated for your facility or location, we provide:facility or location, we provide:

Assistance in preparing responses to the desk audit Assistance in preparing responses to the desk audit Audit AAP prior to submission to the OFCCP Audit AAP prior to submission to the OFCCP Assist in responding to the itemized listing prior to the compliance Assist in responding to the itemized listing prior to the compliance

review review Availability for telephone assistance during the on-site part of the Availability for telephone assistance during the on-site part of the

review review Available for on-site assistance during the on-site portion of the Available for on-site assistance during the on-site portion of the

review and will provide professional and experienced advicereview and will provide professional and experienced advice Assist in any reporting requirements resulting from a compliance Assist in any reporting requirements resulting from a compliance

review (federal, state or local) review (federal, state or local)


ConsultationsConsultations

We are available for on-going consulting to recommend We are available for on-going consulting to recommend corrective measures and procedures where our audits corrective measures and procedures where our audits identify problem areas. Our fee includes unlimited identify problem areas. Our fee includes unlimited telephone consulting support as well as unlimited off-site telephone consulting support as well as unlimited off-site compliance evaluation (audit) support. Tracking these compliance evaluation (audit) support. Tracking these recommendations and the actions taken can provide recommendations and the actions taken can provide appropriate documentation on subsequent Affirmative appropriate documentation on subsequent Affirmative Action Plans.Action Plans.

We can provide annual training seminars, either We can provide annual training seminars, either teleconference or live sessions to ensure that your staff teleconference or live sessions to ensure that your staff stays knowledgeable and compliant on all current issues stays knowledgeable and compliant on all current issues pertaining to the OFCCP and newly issued regulations.pertaining to the OFCCP and newly issued regulations.


Pre-audit ReviewPre-audit Review

Are you satisfied with completing your own Are you satisfied with completing your own affirmative action plan, but don't feel affirmative action plan, but don't feel comfortable reviewing your plan for errors comfortable reviewing your plan for errors or "red flags" to the government? We can or "red flags" to the government? We can take your completed plan and provide a take your completed plan and provide a detailed review of all areas to identify any detailed review of all areas to identify any potential problem areas. Let us take the potential problem areas. Let us take the worry away.worry away.


Adverse Impact AnalysisAdverse Impact Analysis

Do you understand the importance of conducting Do you understand the importance of conducting an adverse impact analysis? We can provide an adverse impact analysis? We can provide you with the peace of mind in knowing whether you with the peace of mind in knowing whether or not you have adverse impact in any specific or not you have adverse impact in any specific job group or within any specific transaction type. job group or within any specific transaction type. This is a target area for the OFCCP during their This is a target area for the OFCCP during their initial review. We can ensure you have all the initial review. We can ensure you have all the necessary information needed to deliver your necessary information needed to deliver your AAP with confidence.AAP with confidence.


Applicant Flow LogsApplicant Flow Logs

Preparation and formatting of the applicant Preparation and formatting of the applicant flow log can be a real hassle. Our flow log can be a real hassle. Our seasoned professionals can take your seasoned professionals can take your applicant and promotion data and prepare applicant and promotion data and prepare government compliant applicant flow log government compliant applicant flow log reports in the appropriate format. Let us reports in the appropriate format. Let us ease the burden of your AAP preparation.ease the burden of your AAP preparation.


Internet Applicant DefinitionInternet Applicant Definition

Four-Prong Rule:Four-Prong Rule: Individual submits an expression of interest in Individual submits an expression of interest in

employment through the Internet or related electronic employment through the Internet or related electronic technologies technologies

Employer/Contractor considers the individual for Employer/Contractor considers the individual for employment in a particular position employment in a particular position

Individual’s expression of interest indicates that the Individual’s expression of interest indicates that the individual possesses the basic qualifications for the individual possesses the basic qualifications for the position position

Individual at no point in the employer’s selection Individual at no point in the employer’s selection process, prior to receiving an offer of employment from process, prior to receiving an offer of employment from the employer, removes him or herself from further the employer, removes him or herself from further consideration or otherwise indicates that he or she is no consideration or otherwise indicates that he or she is no longer interested in the position longer interested in the position


Salary Equity AnalysisSalary Equity Analysis

The OFCCP is looking for systemic The OFCCP is looking for systemic discrimination, particularly in your discrimination, particularly in your compensation practices. Our experts can compensation practices. Our experts can provide a complete analysis of your provide a complete analysis of your compensation by grouping to ensure you compensation by grouping to ensure you are comfortable with your plan before are comfortable with your plan before submission. Our analysis will identify and submission. Our analysis will identify and suggest recommended changes suggest recommended changes necessary to ensure your compensation is necessary to ensure your compensation is consistent and non-discriminatory.consistent and non-discriminatory.


EEO-1/VETS-100 ReportsEEO-1/VETS-100 Reports

EEO-1 ReportsEEO-1 Reports Each year every government contractor must submit their EEO-1 Each year every government contractor must submit their EEO-1

data in a standard format. Preparation of the EEO-1 report is data in a standard format. Preparation of the EEO-1 report is sometimes a cumbersome task. Our consultants can take your sometimes a cumbersome task. Our consultants can take your employee information and provide you with the appropriate employee information and provide you with the appropriate reporting for your annual submission. We are here to help you reporting for your annual submission. We are here to help you with your compliance needs.with your compliance needs.

VETS-100 ReportsVETS-100 Reports Just like the EEO-1, the VETS-100 and VETS-100A, must also Just like the EEO-1, the VETS-100 and VETS-100A, must also

be submitted to the OFCCP on an annual basis. Let us take on be submitted to the OFCCP on an annual basis. Let us take on your reporting needs and provide your report in an efficient and your reporting needs and provide your report in an efficient and accurate manner.accurate manner.


On-site Audit SupportOn-site Audit Support

When a compliance review escalates into a full-blown When a compliance review escalates into a full-blown audit, the next step is an on-site audit from the OFCCP. audit, the next step is an on-site audit from the OFCCP. When that time comes, our experts can visit you on-site When that time comes, our experts can visit you on-site to help prepare for the audit and provide leadership and to help prepare for the audit and provide leadership and guidance during the audit itself. Our staff of experts will guidance during the audit itself. Our staff of experts will provide valuable insights to help ensure success during provide valuable insights to help ensure success during the audit process. We can help you when the questions the audit process. We can help you when the questions arise and satisfy the necessary requirements of the arise and satisfy the necessary requirements of the auditor. We become an extension of your company in auditor. We become an extension of your company in representing you during the tough, uncomfortable representing you during the tough, uncomfortable process. We want to be your partner to ensure a process. We want to be your partner to ensure a successful audit process.successful audit process.


Client InputClient Input

Provide the AAP Resource Group with yearly Provide the AAP Resource Group with yearly updates on:updates on: Applicant flow dataApplicant flow data Profile data on all hiresProfile data on all hires Documentation on all promotions including other Documentation on all promotions including other

candidatescandidates List of departmental and facility transfersList of departmental and facility transfers Data on all terminationsData on all terminations Report on training undertakenReport on training undertaken Employment outreach activitiesEmployment outreach activities Community involvement activitiesCommunity involvement activities


Client InputClient Input

We request that all material be sent via e-mail We request that all material be sent via e-mail to our secure e-mail address in Microsoft Excel to our secure e-mail address in Microsoft Excel file format. We will send you the spreadsheet file format. We will send you the spreadsheet each year for your employees to load pertinent each year for your employees to load pertinent employee and candidate information in regards employee and candidate information in regards to established reporting requirements for the to established reporting requirements for the OFCCP. With each spreadsheet that we send, OFCCP. With each spreadsheet that we send, we will include an explanation guide to assist we will include an explanation guide to assist your employees in the data submission process. your employees in the data submission process. There they will find all abbreviations and codes There they will find all abbreviations and codes in a clear and intuitive manner.in a clear and intuitive manner.


Termination LogTermination Log

LNLN FNFN MIMI SEXSEX RACERACE JOBTITLEJOBTITLE JGCJGC DOTDOT REASONREASON

SmithSmith JaneJane AA FF WW Admin AsstAdmin Asst 50501/1/2001/1/200

88 No ShowNo Show


Applicant LogApplicant Log

LNLN FNFN SEXSEX RACERACE JOBTITLEJOBTITLE JGCJGC DOHDOH DOADOA HSOURCEHSOURCE DISPDISPINTERNET INTERNET

APPAPP

SmitSmithh JaneJane FF WW Admin AsstAdmin Asst 5050

1/11/2001/11/20066

1/2/2001/2/20066

Career Career FairFair

HireHiredd


Promotion LogPromotion Log

LNLN FNFN MIMI SEXSEX RACERACE JOBTITLE(OLD)JOBTITLE(OLD) JGC(OLD)JGC(OLD)PTYPE1PTYPE1(P or C*)(P or C*) DOP1DOP1 PJOB1(NEW)PJOB1(NEW)

HENRYHENRY JONESJONES AA MM WW HANDLERHANDLER 88 PP 6/5/20046/5/2004 SHOP KEEPERSHOP KEEPER

*C = Candidate*C = Candidate


EMPLOYEE DATA: 10/01/00 - EMPLOYEE DATA: 10/01/00 - 09/30/0109/30/01

LNLN FNFNMM

IISEXSEX RACERACEJOBJOBTITLETITLE JGCJGC FLSAFLSA DEPTDEPT

SALARSALARYY

HOURLHOURLYY DOHDOH DHEADDHEAD

SMITH JOHN A M WFACILITY MGR. 1 E

ADMIN 100,100

2/06/99

FACILITY MGR.

SMITH MARY B F BEXEC.ASST. 5 H

ADMIN 15.00

3/05/02

FACILITY MGR.

Note:Note: Use salary column for exempt and non-exempt wages and hourly wages for hourly employees. Use salary column for exempt and non-exempt wages and hourly wages for hourly employees.If Salaried employee leave hourly column blank, and if Hourly employee leave salary column blank.If Salaried employee leave hourly column blank, and if Hourly employee leave salary column blank.


Explanation GuideExplanation Guide

Here are the formats for the Employees, Applicants, Promotion, Here are the formats for the Employees, Applicants, Promotion, Termination Data. We would prefer the data be in excel format. Either Termination Data. We would prefer the data be in excel format. Either attached the files to an Internet e-mail and send attached the files to an Internet e-mail and send to [email protected] or mail a diskette with the files to: or mail a diskette with the files to:

Allie Bond or Adrian BondAllie Bond or Adrian Bond3249 Winderly Pine CV3249 Winderly Pine CVMemphis TN 38125Memphis TN 38125

mailto:to%[email protected]

mailto:to%[email protected]


Employees DataEmployees Data

Data formats for:Data formats for: Employees:Employees: Last NameLast Name First NameFirst Name Middle InitialMiddle Initial Sex Code: Sex Code:

F=Female, M=MaleF=Female, M=Male

Race Code: Race Code: A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or

more races more races

Job TitleJob Title JGC/EEO Code: JGC/EEO Code:

1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7-Operatives, 8=Laborers, 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7-Operatives, 8=Laborers, 9=Service workers9=Service workers

FLSA: FLSA: H=Hourly, E=Exempt, N=Non-exempt H=Hourly, E=Exempt, N=Non-exempt

DepartmentDepartment Salary and/or Hourly RateSalary and/or Hourly Rate Date of HireDate of Hire


Applicants DataApplicants DataApplicants (Should include all hires):Applicants (Should include all hires): Last NameLast Name First NameFirst Name Middle InitialMiddle Initial Sex Code: Sex Code:



more racesmore races

Job Title Job Title JGC/EEO: JGC/EEO:

1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 8=Laborers, 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 8=Laborers, 9=Custodial9=Custodial

DeptDept Date of Hire (if Hired)Date of Hire (if Hired) Date of ApplicantDate of Applicant Hire Source: Hire Source:

Advertisement, Job Service, Walk-in, Referral, etc.Advertisement, Job Service, Walk-in, Referral, etc.

Disposition: Disposition: Hired, Not Selected, Declined offer, etc.Hired, Not Selected, Declined offer, etc.


Promotion & Transfers DataPromotion & Transfers DataPromotions & Transfers (This should also include any candidate not selectedPromotions & Transfers (This should also include any candidate not selected):): Last NameLast Name First NameFirst Name Middle InitialMiddle Initial Sex Code: Sex Code:



more racesmore races

Old Job titleOld Job title Old JGC/EEO Old JGC/EEO Old DepartmentOld Department P Type Code:P Type Code:

P=Promotion, T=Transfer, C=Candidate for promotionP=Promotion, T=Transfer, C=Candidate for promotion

Date of Promotion/Transfer/CandidateDate of Promotion/Transfer/Candidate New Job titleNew Job title New JGC/ EEO codeNew JGC/ EEO code New DepartmentNew Department


Terminations DataTerminations Data

Terminations:Terminations: Last NameLast Name First NameFirst Name Middle InitialMiddle Initial Sex Code: Sex Code:


Race Code:Race Code: A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native

Hawaiian, T=Two or more racesHawaiian, T=Two or more races

Job TitleJob Title JGC/EEO Code: JGC/EEO Code:

1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 8=Laborers, 9=Custodial8=Laborers, 9=Custodial

DepartmentDepartment Date of TerminationsDate of Terminations Termination ReasonTermination Reason


Technical and Technical and Security Related IssuesSecurity Related Issues

All data submission is sent to a secure e-mail address.All data submission is sent to a secure e-mail address. No new hardware is needed on your part for this data submission.No new hardware is needed on your part for this data submission. Data can be sent to our company 24hrs. a day, 7 days a week.Data can be sent to our company 24hrs. a day, 7 days a week. Client Data is kept on a secure server accessible via secured access by appointed Client Data is kept on a secure server accessible via secured access by appointed

nominated personnel.nominated personnel. Transmitted data files to be password protected and via encrypted.Transmitted data files to be password protected and via encrypted. AAP Resource Group retains a state of the art secured firewall that has 24-hr AAP Resource Group retains a state of the art secured firewall that has 24-hr

continuous monitoring and daily sweeps to ensure optimal performance and continuous monitoring and daily sweeps to ensure optimal performance and operation.operation.

Virus protection on all servers.Virus protection on all servers. Data centers are housed in two different locations with daily backup of all client data Data centers are housed in two different locations with daily backup of all client data

nightly and regularly rotated to offsite storage.nightly and regularly rotated to offsite storage. Backup data can be received within a few hours creating minimal downtime in the Backup data can be received within a few hours creating minimal downtime in the

event of crisis, usually within four hours.event of crisis, usually within four hours. Company maintains video conferencing capabilities to communicate with clients in a Company maintains video conferencing capabilities to communicate with clients in a

cost effective manner for both parties.cost effective manner for both parties. Company retains highly trained and skilled IT and Network professionals to create, Company retains highly trained and skilled IT and Network professionals to create,

edit and test reporting on an on-going basis.edit and test reporting on an on-going basis. Company has the ability to produce on-demand reporting as well as custom-Company has the ability to produce on-demand reporting as well as custom-

developed reporting based on clients’ needs.developed reporting based on clients’ needs.

Federal Contractor Federal Contractor Obligations Under Executive Obligations Under Executive

Order #11246Order #11246


Federal Contractor ObligationFederal Contractor Obligation

Understand the laws & federal contractor Understand the laws & federal contractor obligationsobligations


Equal Opportunity LawsEqual Opportunity Laws

The Civil Rights Act of 1964The Civil Rights Act of 1964 The Civil Rights Act of 1991The Civil Rights Act of 1991 Executive Order 11246Executive Order 11246 The Age Discrimination in Employment Act of 1967The Age Discrimination in Employment Act of 1967 The Rehabilitation Act of 1973 and the Americans with The Rehabilitation Act of 1973 and the Americans with

Disabilities Act of 1990Disabilities Act of 1990 The Equal Pay Act of 1963The Equal Pay Act of 1963 The Vietnam Era Veterans Readjustment Assistance ActThe Vietnam Era Veterans Readjustment Assistance Act


Federal Contractor Obligations Under Federal Contractor Obligations Under Executive Order #11246Executive Order #11246

EEO meetings must be conducted once annuallyEEO meetings must be conducted once annually EEO posters must be posted at each establishmentEEO posters must be posted at each establishment EEO statement must appear in all advertisingEEO statement must appear in all advertising Submission of EEO-1Submission of EEO-1 EEO clauses must be included in each subcontractEEO clauses must be included in each subcontract Certification of non-segregated facilitiesCertification of non-segregated facilities


Federal Contractor Obligations Under Federal Contractor Obligations Under Executive Order #11246 Executive Order #11246 (cont’d)(cont’d)

Support Data must be maintained.Support Data must be maintained. Applicant Flow LogApplicant Flow Log

Resumes and employment applications must be maintained Resumes and employment applications must be maintained for the current plus two previous years.for the current plus two previous years.

Candidate assessment forms are to be kept for the same Candidate assessment forms are to be kept for the same period as the resumes and applications.period as the resumes and applications.

The Voluntary Self-Identification form, which is attached to The Voluntary Self-Identification form, which is attached to most companies employment application, is maintained in a most companies employment application, is maintained in a separate file after completion.separate file after completion.



Support Data ...Support Data ... Promotions Flow LogPromotions Flow Log

A record of candidates considered for any open position A record of candidates considered for any open position must be maintained utilizing the same record retention policy must be maintained utilizing the same record retention policy for applicants.for applicants.

The HR professional should strive to make certain there is The HR professional should strive to make certain there is diversity in candidates for all open positions.diversity in candidates for all open positions.



Support Data ...Support Data ... Termination LogTermination Log

Logs of terminated employees are maintained with job title, Logs of terminated employees are maintained with job title, race, sex, hire date, termination date, and reason for leaving.race, sex, hire date, termination date, and reason for leaving.

The record retention policy for maintaining the termination The record retention policy for maintaining the termination dates is the same as for hires and promotions.dates is the same as for hires and promotions.



Support Data ...Support Data ... I-9'sI-9's

I-9's must be completed on all employees prior to I-9's must be completed on all employees prior to commencing employment with the company.commencing employment with the company.

They must be maintained in a file separate from the They must be maintained in a file separate from the personnel file.personnel file.

I-9's are to be audited on a periodic basis for accuracy to I-9's are to be audited on a periodic basis for accuracy to avoid possible liability as a result of incorrect information.avoid possible liability as a result of incorrect information.



Hiring practices must be analyzedHiring practices must be analyzed Adverse Impact analysis must be conductedAdverse Impact analysis must be conducted Copies of all letters mailed to minority, female, disabled and Copies of all letters mailed to minority, female, disabled and

veterans organizations must be maintainedveterans organizations must be maintained Documentation of career fairs and other community involvement Documentation of career fairs and other community involvement

related to employment must also be kept by the locationrelated to employment must also be kept by the location Copies of help-wanted ads must contain the Equal Employment Copies of help-wanted ads must contain the Equal Employment

Opportunity tag line (EOE M/F/D/V)Opportunity tag line (EOE M/F/D/V) The location is expected to maintain a sample copy of various The location is expected to maintain a sample copy of various

newspaper adsnewspaper ads


Vietnam ERA Veterans Readjustment Vietnam ERA Veterans Readjustment Assistance Act ObligationsAssistance Act Obligations

VEVRAA Affirmative Action Program must be prepared and made VEVRAA Affirmative Action Program must be prepared and made available upon request for review by employees, applicants, available upon request for review by employees, applicants, customers, and vendorscustomers, and vendors

VEVRAA Affirmative Action clauses must be included in VEVRAA Affirmative Action clauses must be included in subcontractssubcontracts

All jobs (external hires) must be listed with the local employment All jobs (external hires) must be listed with the local employment security commission except top management positions, college security commission except top management positions, college recruiting positions and those positions expected to last three days recruiting positions and those positions expected to last three days or lessor less


Vietnam ERA Veterans Readjustment Vietnam ERA Veterans Readjustment Assistance Act Obligations Assistance Act Obligations (cont’d)(cont’d)

Letters or phone logs verifying conversation with the Letters or phone logs verifying conversation with the local Employment Security Commission informing them local Employment Security Commission informing them of our government contractor responsibility of having a of our government contractor responsibility of having a diverse workforce, based on availability, must be diverse workforce, based on availability, must be maintainedmaintained


Obligations Under Section 503 of the Obligations Under Section 503 of the Rehabilitation Act of 1973Rehabilitation Act of 1973

Self-Identification InvitationSelf-Identification Invitation Affirmative Action Clauses in SubcontractsAffirmative Action Clauses in Subcontracts Employee and applicant access to the Affirmative Action Employee and applicant access to the Affirmative Action

Program must be given, and a poster indicating time and Program must be given, and a poster indicating time and location must be posted.location must be posted.

Disability Poster NoticesDisability Poster Notices Union notificationUnion notification Review of outreach and recruitment practices.Review of outreach and recruitment practices. Review of personnel processes to ensure consideration of Review of personnel processes to ensure consideration of

job qualifications of known disabled applicants and job qualifications of known disabled applicants and employees.employees.


Compliance Review ResultsCompliance Review Results

Compliance reviews can end in either:Compliance reviews can end in either: Letter of ComplianceLetter of Compliance Letter of Compliance with a ViolationLetter of Compliance with a Violation Conciliation AgreementConciliation Agreement Show CauseShow Cause


QuestionsQuestions

Have a note at the bottom that further Have a note at the bottom that further questions can be directed to questions can be directed to [email protected]. Or we can be reached by [email protected]. Or we can be reached by phone at 901-748-1650 or 901-218-6434.phone at 901-748-1650 or 901-218-6434.

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Presented to: Evergreen Packaging April 4, 2007 AAP Resource Group Specializing in Affirmation...

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