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Contact Us
Mark M. Mansell & Associates, LLC

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Contact Info

Mark M. Mansell & Associates, LLC
250 Schooley's Mountain Rd
P.O. Box 40
Schooleys Mountain, NJ 07870

Email:

Phone: (908) 813-2421
Fax: Please Call

Contact Us Form

Communiqués

3/31/2018
2017 Filing of EEO-1 Reports Update
March 31, 2018 was the deadline for filing the 2017 EEO-1 reports. A one-time extension may be granted. Read more...

3/31/2018
OFCCP Updates National Annual Benchmark for VEVRAA
Effective 3/31/18 the Annual VEVRAA Benchmark was lowered from 6.7% to 6.4%. Read more...

2/1/2018
OFCCP Corporate Scheduling Letters
Today, the OFCCP sent out another round of Corporate Scheduling Letters, 1,000 to be exact. What are these, and what do I need to know? Read more...

1/22/2018
2017 EEO-1 Reports
The 2017 EEO-1 Survey Application is open. The deadline for filing reports is March 31, 2018. The designated Point of Contact for the employer should receive an email notice by January 29th. Read more...

9/15/2017
2017 VET-4212 Filing Extension
Due to Hurricanes Harvey and Irma, Federal contractors/subcontractors now have until November 15, 2017 to file their 2017 VET-4212 Reports. Read more...

8/31/2017
US Department of Labor, OFCCP, Hurricane Harvey National Interest Exemption for New Contracts
The Hurricane Harvey National Interest Exemption applies only to new supply and service contracts, executed between September 1,2017 through December 31, 2017, that provide goods or services as part of a prime contract specifically for Hurricane Harvey relief. Read more...

8/29/2017
2017 EEO1 Report Compensation Data Collection Put on Hold
As of today, the requirement to report compensation data when filing the 2017 EEO-1 reports has been put on hold. However, employers are still required to file the “old version” of the form to remain in compliance. Read more...

8/1/2017
2017 Filing of VET4212 & EEO-1 Reports Update
As of today, the VET portal for filing the 2017 VET4212 reports has opened. The deadline for filing these reports is September 30th. Read more...

7/26/2017
U.S. Department of Labor Publishes Request for Information (RFI) as to the May 2016 Overtime Rule
In an effort to revise the Overtime Rule established under the Obama Administration, public comments are being sought. Read more...

3/31/2017
OFCCP Updates National Annual Benchmark for VEVRAA
Effective 3/31/17 the Annual VEVRAA Benchmark was lowered from 6.9% to 6.7%. Read more...

1/31/2017
OMB Issues Revised Disability Form
Effective immediately contractors/subcontractors are required to utilize the revised Disability Self-Identification form issued by the OMB. Read more...

9/29/2016
EEOC Approves Revisions to Employer Information Report a/k/a EEO-1 to Include Compensation Data
On 2/1/16 we had reported proposed changes by the EEOC beginning with the filing of the 2017 EEO-1 reports. Today, these proposed changes have become a reality. Read more...

6/14/2016
Office of Federal Contract Compliance Programs (OFCCP) Issues Final Rule Updating Sex Discrimination Guidelines
Today the OFCCP issued a Final Rule finally updating sexual discrimination guidelines that have existed since the 1970s. Read more...

5/18/2016
U.S. Department of Labor Issues Final Overtime Rule – White Collar Exemptions
Today the final rules and regulations defining and delimiting the exemptions for White Collar Employees has been released. The Final Rule takes effect December 1, 2016. Read more...

2/1/2016
EEOC Issues Notice of Proposed Changes to EEO-1 Reports
Beginning with the filing of the September 2017 EEO-1 reports, the EEOC proposes to collect additional compensation data in its continued effort to identify potential pay discrimination and promote equal pay in the workforce. Read more...

Client Services

AAP Preparation/Pricing

Now that you have determined that you are a government contractor/subcontractor (See: Do you need an AAP? ) what is the next step?

Upon initial contact with us, we will discuss and determine your Affirmative Action needs. We will then provide, free of charge, pricing for our services. We understand that in a rapidly changing economy, your organization’s needs vary. We at Mark M. Mansell and Associates, LLC are so confident in our ability to expertly serve your organization that we offer the unique flexibility of one year contracts. In addition, we price our services individually or in combinations; which allows you to purchase only the services that you need. As a result, our prices are competitive and cost effective.

You will then receive a request from us for personnel data: a personnel “snapshot” as of a specific date, and all personnel transactions (hires, terminations, promotions, transfers, and applicant flow) for the prior year. The date/dates for this data are determined by the date chosen for your Affirmative Action Program. The AAP is an analysis of your prior year workforce. This is why regulations require it be prepared on a yearly basis.

As we tell all of our clients, this is not a cause for alarm. We realize that you may not have all the data we are requesting, or may have it, but are not aware that you do. Our knowledge of HR and HR systems will guide you through, and if so requested, we will work with your HRIS area to determine if this data can be extracted from your system. In addition, we will assist you in establishing procedures to ensure future compliance with all recordkeeping requirements under the regulations.

While we are analyzing the data you sent us, we will also be working in conjunction with you to develop the narrative portions of the AAP. Our experienced staff will provide guidance and instruction as to how to best present this information. We realize that this is a learning experience on both ends, and so we encourage your questions and comments. Support is available via telephone, through e-mail and fax. Responses to your inquiries are handled in an expedient manner.

All required analyses are prepared and delivered to you in finished format, thus saving you the long, time consuming hours it takes to complete the analysis. We provide a complete AAP and the only thing that you have to do once you receive it, is to have it executed by the designated officer of your organization.

In addition, after receiving the AAP we also provide an in-depth review to you free of charge. We believe that you should fully understand what this document represents, and its relevance to your organization. We are also available to answer any and all questions that you, your management team, or counsel, might have in regards to the AAP during the year.

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“Offers a real value-add to the companies he serves….willing to offer assistance and guidance whenever I've reached out to him on other HR matters. Extremely knowledgeable, has a wonderful staff, and provides exceptional work all at a very reasonable price. I gladly recommend him without reservation.”
--HR Executive, Information Technology & Business Services