Definitions

An employer is required by court-order, an administrative agency, or as a remedy for a finding of unlawful discrimination to make a formal commitment to affirmative action. This often includes developing a program consistent with prescribed regulatory standards.

Mediation is a fair and efficient process to help you resolve your employment disputes and reach an agreement. A neutral mediator assists you in reaching a voluntary, negotiated agreement. Choosing mediation to resolve employment discrimination disputes promotes a better work environment, reduces costs and works for the employer and the employee.

A mediator is a person who stands between two opposing parties and attempts to reach an acceptable resolution to a conflict that prohibits them from reaching a mutual agreed upon position.

Mitigating measures are those modifications in the manner in which work functions are performed that compensates for the individual's disability and allows the disabled person to perform essential job functions at an acceptable level.

The Mock Audits is a system of reviewing a company’s affirmative action program (AAP) to determine if the AAP responds totally to the demands of the regulations. Government contractors with 50 or more employees and $50,000 or more in dollars in contracts must have written AAPS for each of their establishments. It is one of the specifications found in every government contract. The regulations require the preparation of three different AAPS, those required by EX Order 112246, as amended, Tthe Veterans Readjustment Assistance Act and the Rehabilitation Act of 1990 AAPS. The purpose of the mock audit is to review each of the AAPS to they are responsive to the demands of the regulations governing those functions.

The AAP with the most demanding content is that required by Executive Order 11246. This program is designed to evaluate all employment actions, employment systems, and the policies that impact on them. This audit generally has three phase, a desk audit, on-site and off-site analyses. Each phase of the audit is a search for discrimination in any of its various forms.

The Veterans and Handicapped AAPs stress positive employment actions such as listing job with the State Employment Service, determining the influence physical and mental qualifications have on employment decisions, and whether accommodations are made to the physical and mental impairment of the disabled..

RPL mock audits conduct the same analyses as the OFCCP does in its audit of affirmative action programs. Employment actions, policies & practices are evaluated and the results recorded. A final report is made identifying problem areas and suggesting appropriate corrective actions.

This audit procedure can be a safety net that allow the company to know where it stands on it compliance status and aware of problems that need correction. It follows the old proverb “ an ounce of prevention is worth a pound of cure”.