Investigations

Get out in front of employee matters

and potential litigation

• Investigations stemming from EEOC/DOL agency charges, employee complaints of harassment, discrimination or other perceived disparate treatment

• Structured and confidential approach, designed to minimize disruption

• He said /she said situations and matters involving highly-sensitive C-suite employees

• Litigation support for large-scale HR/Employment/OFCCP matters

Litigation Support

Documents review, data analyses and

investigations to support defense strategies against government and litigant charges

• Expert Witness Reports and Testimony on Affirmative Action issues
  

• Documents review for litigation preparation

• Affirmative Action Plan review and assessment

• HR investigations

• Employee relations assessments

• EEOC Charge investigations

• Statistical analyses of terminations and RIF’s

Mock OFCCP/HR Audits

Find any potential problems before

someone else does

• Discover any potential compliance problems before the government or litigants do
  

• OFCCP Mock Audits

• HR Department/Functions Audits

• Applicant Tracking Systems Management Audits

• Assessment of the impact of becoming a federal contractor on an organization

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M&A Due Diligence

Do you know what to look for in

assessing any potential liability

from a company's AA Program?

• With Arbor's decades-long experience in successfully taking clients through OFCCP audits, we can assess any potential federal contractor liability as your business grows and you are acquiring another company.
  

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• “No surprises” is our rule of thumb. Don't become a federal contractor by acquiring an entity that already is one when you didn't expect it.  If you are a federal contractor, we can help uncover any unresolved audit issues or agency charges and their associated costs and risks during the M&A process.

Compensation Equity Analysis

Preventative Analysis and

Risk Assessments

• Confidential pay equity studies conducted under attorney-client privilege
  

• Analyses by gender, race, age and other factors

• Risk evaluation under Equal Pay Act and Title VII standards

• Organization-wide large-or small-scale studies

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Am I Really a Federal Contractor?

Surprisingly it is not always easy to tell if an organization is a Federal Contractor or Subcontractor

Grant dollars? 

Healthcare system?

Subcontractor?  

Subsidiary?

Joint Venture? 

Acquired Business? 

Medicare?

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Arbor Reviews:

• Contract and subcontract language

• Separate entity issues for subcontractors/subsidiaries

• Grants vs Supply and Service government contracts

• Federal financial assistance in construction

• The level of requirements based on the level of the contract(s)

• The pros and cons of taking federal dollars

Jump-start AA Compliance

Getting up-to-speed as a

new Federal Contractor or Subcontractor

can be overwhelming

• Arbor clients receive our complimentary Starter Kit with samples and prototypes, a structured implementation plan and lots of coaching to help ease the burden of becoming compliant with federal contractor requirements
  

• We also can review policies, practices, HRIS and applicant flow data issues and other systems for defense and compliance

911 Compliance

A Responsive Arbor SWAT Team

• Not aware your organization was a Federal Contractor until you received an OFCCP Audit notice?

• Is your OFCCP Audit going south and it looks like major violations - or worse may result?

• Found a letter from the DOL that had been floating around the office building for weeks?

• Not a Federal Contractor and wondering if you should take the federal dollars?

• Did an employee just file a sexual harassment claim against one of your senior leaders?

If the answer to any of these questions is "yes," immediately contact the Arbor Compliance SWAT Team for help.