Many of our clients benefit from government contracts, receive state funds, or enter into state contracts requiring them to face a number of strict, detailed anti-discrimination laws and affirmative action requirements.
The Office of Federal Contract and Compliance Programs (OFCCP) actively enforces laws and regulations that require federal contractors to not only demonstrate that they ensure equal employment opportunities for employees and applicants, but also to take affirmative steps to remedy any areas of underutilization of females and minorities in the workplace and take affirmative action to employ veterans and individuals with disabilities.
We understand the details behind these requirements and help our clients develop affirmative action programs and create precautionary measures, while remaining compliant with OFCCP and/or state regulations. We have the expertise and software necessary to use the employer’s workplace data to provide all reports and analyses required by the regulations. After analyzing the data, our attorneys identify any problem areas and recommend action-oriented programs to help correct, reduce, or eliminate any problem areas. When an affirmative action plan is completed by Lowenbaum Law, employers can be assured that their plans are in place, accurate, and ready in case of an OFCCP audit or investigation.
Any employer in the process of bidding on a state or federal government contract or subcontract should feel free to contact us to better understand what obligations will be imposed upon being awarded such a contract.
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