Additional Case 3.2
You have recently been hired as the HR Director of a mid-sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR-based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles.
The upper-management team consists of all males who are over the age of 50. Most of the upper-level managers have been with the company for at least 25 years. Middle managers, who are mostly in their 30s, are 40% female, and 3% minority. Hourly employees are 60% minority and 35% female. The communities from which the firm hires hourly employees is approximately 75% minority and consists primarily of Haitians and Hispanics.
You discover many incomplete employee recruitment records that lack I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.
-Refer to Additional Case 3.2.Which of the following would most likely check the firm for compliance with EEO regulations?

Question

Additional Case 3.2
You have recently been hired as the HR Director of a mid-sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR-based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles. 
The upper-management team consists of all males who are over the age of 50. Most of the upper-level managers have been with the company for at least 25 years. Middle managers, who are mostly in their 30s, are 40% female, and 3% minority. Hourly employees are 60% minority and 35% female. The communities from which the firm hires hourly employees is approximately 75% minority and consists primarily of Haitians and Hispanics.
You discover many incomplete employee recruitment records that lack I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.
-Refer to Additional Case 3.2.Which of the following would most likely check the firm for compliance with EEO regulations?

Quizplus · Accepted Answer

The Office of Federal Contract Compliance Programs (OFCCP) enforces regulations related to equal employment opportunity (EEO) for federal contractors, which includes the architectural service company in this scenario. Given the company's work with federal agencies and the incomplete records, it is likely that the OFCCP would check for compliance with EEO regulations. The Equal Employment Opportunity Commission (EEOC) also enforces EEO regulations, but it focuses on private employers, so it may not be as relevant in this scenario. The Department of Justice (DOJ) primarily handles legal matters related to criminal justice, so it is not the best choice for checking EEO compliance. The Occupational Safety and Health Administration (OSHA) focuses on workplace safety and health, which is not directly related to EEO compliance.

Additional Case 3.2 You Have Recently Been Hired as the HR Director of HR