Presented to: [Company Name] [Address] [City, State, Zip] [Title and Position] April 4, 2007

1. AAP Resource GroupSpecializing in Affirmation Action Preparation Presented by: AAP Resource Group Allie bond [Title and Position] [Address] [City, State, Zip] [April 4, 2007] Presented to: [Company Name] [Address] [City, State, Zip] [Title and Position] April 4, 2007

2. Federal Contractor Obligations Under Executive Order #11246

3. Objectives • Understand the laws & federal contractor obligations • Understand the differences between current and new systems • Recognize the benefits of new system • Gain practical knowledge in using the new system

4. Equal Opportunity Laws • The Civil Rights Act of 1964 • The Civil Rights Act of 1991 • Executive Order 11246 • The Age Discrimination in Employment Act of 1967 • The Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 • The Equal Pay Act of 1963 • The Vietnam Era Veterans Readjustment Assistance Act

5. Federal Contractor Obligations Under Executive Order #11246 • EEO meetings must be conducted once annually • EEO posters must be posted at each establishment • EEO statement must appear in all advertising • Submission of EEO-1 • EEO clauses must be included in each subcontract • Certification of non-segregated facilities

6. Federal Contractor Obligations Under Executive Order #11246 (cont’d) • Support Data must be maintained. • Applicant Flow Log • Resumes and employment applications must be maintained for the current plus two previous years. • Candidate assessment forms are to be kept for the same period as the resumes and applications. • The Voluntary Self-Identification form, which is attached to most companies employment application, is maintained in a separate file after completion.

7. Federal Contractor Obligations Under Executive Order #11246 (cont’d) • Support Data ... • Promotions Flow Log • A record of candidates considered for any open position must be maintained utilizing the same record retention policy for applicants. • The HR professional should strive to make certain there is diversity in candidates for all open positions.

8. Federal Contractor Obligations Under Executive Order #11246 (cont’d) • Support Data ... • Termination Log • Logs of terminated employees are maintained with job title, race, sex, hire date, termination date, and reason for leaving. • The record retention policy for maintaining the termination dates is the same as for hires and promotions.

9. Federal Contractor Obligations Under Executive Order #11246 (cont’d) • Support Data ... • I-9's • I-9's must be completed on all employees prior to commencing employment with the company. • They must be maintained in a file separate from the personnel file. • I-9's are to be audited on a periodic basis for accuracy to avoid possible liability as a result of incorrect information.

10. Federal Contractor Obligations Under Executive Order #11246 (cont’d) • Hiring practices must be analyzed • Adverse Impact analysis must be conducted • Copies of all letters mailed to minority, female, disabled and veterans organizations must be maintained • Documentation of career fairs and other community involvement related to employment must also be kept by the location • Copies of help-wanted ads must contain the Equal Employment Opportunity tag line (EOE M/F/D/V) • The location is expected to maintain a sample copy of various newspaper ads

11. Vietnam ERA Veterans Readjustment Assistance Act Obligations • VEVRAA Affirmative Action Program must be prepared and made available upon request for review by employees, applicants, customers, and vendors • VEVRAA Affirmative Action clauses must be included in subcontracts • All jobs (external hires) must be listed with the local employment security commission except top management positions, college recruiting positions and those positions expected to last three days or less

12. Vietnam ERA Veterans Readjustment Assistance Act Obligations (cont’d) • Letters or phone logs verifying conversation with the local Employment Security Commission informing them of our government contractor responsibility of having a diverse workforce, based on availability, must be maintained

13. Obligations Under Section 503 of the Rehabilitation Act of 1973 • Self-Identification Invitation • Affirmative Action Clauses in Subcontracts • Employee and applicant access to the Affirmative Action Program must be given, and a poster indicating time and location must be posted. • Disability Poster Notices • Union notification • Review of outreach and recruitment practices. • Review of personnel processes to ensure consideration of job qualifications of known disabled applicants and employees.

14. Why do we need an Affirmative Action Program? Who must complete a written Affirmative Action Program?

15. Compliance Review Results • Compliance reviews can end in either: • Letter of Compliance • Letter of Compliance with a Violation • Conciliation Agreement • Show Cause

16. Internet Applicant Definition(Four-Prong Rule) • Individual submits an expression of interest in employment through the Internet or related electronic technologies • Employer/Contractor considers the individual for employment in a particular position • Individual’s expression of interest indicates that the individual possesses the basic qualifications for the position • Individual at no point in the employer’s selection process, prior to receiving an offer of employment from the employer, removes him or herself from further consideration or otherwise indicates that he or she is no longer interested in the position

17. Termination Log

18. Applicant Log

19. Promotion Log

20. EMPLOYEE DATA: 10/01/00 - 09/30/01 Note: 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.

21. Here are the formats for the Employees, Applicants, Promotion, Termination Data. We would prefer the data be in excel format. Either attached the files to an Internet e-mail and send to aapresgrp@worldnet.att.net or Mail a diskette with the files to Allie or Adrian Bond, 3249 Winderly Pine CV, Memphis TN. 38125.

22. Employees Data Data formats for: • Employees: • Last Name • First Name • Middle Initial • Sex Code: • F=Female, M=Male • Race Code: • A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or more races • Job Title • JGC/EEO Code: • 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7-Operatives, 8=Laborers, 9=Service workers • FLSA: • H=Hourly, E=Exempt, N=Non-exempt • Department • Salary and/or Hourly Rate • Date of Hire

23. Applicants Data Applicants (Should include all hires): • Last Name • First Name • Middle Initial • Sex Code: • F=Female, M=Male • Race Code: • A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or more races • Job Title • JGC/EEO: • 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 8=Laborers, 9=Custodial • Dept • Date of Hire (if Hired) • Date of Applicant • Hire Source: • Advertisement, Job Service, Walk-in, Referral, etc. • Disposition: • Hired, Not Selected, Declined offer, etc.

24. Promotion & Transfers Data Promotions & Transfers (This should also include any candidate not selected): • Last Name • First Name • Middle Initial • Sex Code: • F=Female, M=Male • Race Code: • A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or more races • Old Job title • Old JGC/EEO • Old Department • P Type Code: • P=Promotion, T=Transfer, C=Candidate for promotion • Date of Promotion/Transfer/Candidate • New Job title • New JGC/ EEO code • New Department

25. Terminations Data Terminations: • Last Name • First Name • Middle Initial • Sex Code: • F=Female, M=Male • Race Code: • A=Asian, B=Black, H=Hispanic, I=Native American, W=White, N= Native Hawaiian, T=Two or more races • Job Title • JGC/EEO Code: • 1=Mgt, 2=Prof, 3=Tech, 4=Sales, 5=Clerical, 6=Craft Workers, 7=Operatives, 8=Laborers, 9=Custodial • Department • Date of Terminations • Termination Reason