The following information must be maintained in order to be in full compliance of the regulations.

1. Maintain a Current Affirmative Action Plan including all the required sections. Affirmative Action Plans are current for a one-year period.
2. In all goal areas, actively recruit for Minority and Female Applicants. Active recruitment is listing job openings with sources that are able to supply your Company with qualified minority, and female applicants. Recruitment must also be conducted for Veterans, and Individuals with Disabilities.
3. Maintain documentation that job-openings were listed with Minority, Female, Veteran, and Organizations for the Disabled Recruitment sources, and what the outcome of your effort has been. A working relationship with the sources should be established.
4. In areas of adverse impact, have non-discriminatory reasons as to why there is adverse impact in hires promotions, or terminations against minorities or females. The OFCCP uses the adverse impact analysis to uncover and remedy discrimination within the workforce. It's crucial that you first review all employment applications, or personnel folders in areas of adverse impact, and have Non-Discriminatory reasons available for the Compliance Office during an OFCCP Review.
5. Maintain the following information as per the regulations: records pertaining to hiring, assignment, promotion, demotion, transfer, lay off or termination, rates of pay or other terms of compensation, any records having to do with requests for reasonable accommodation, job advertisements and posting, applications and resumes, tests and test results and interview notes. This information must be available for compliance reviews in a logical manner.