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


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

Contact Us Form


2018 Filing of VET4212 Reports
As of today, the VET portal for filing the 2018 VET4212 reports has opened. The deadline for filing these reports is September 30th. Read more...

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...

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...

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...

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...

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...

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...

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...

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...

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...

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...

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...

Affirmative Action Program

A Look inside the Affirmative Action Program

Our programs are well organized and in strict compliance with the OFCCP regulations. Our Affirmative Action Program (AAP) contains the following information that is mandated by the regulations and is developed by us in conjunction with our clients:

  • Designation of responsibility. The organization must provide for the implementation of EEO and the AAP by assigning responsibility and accountability to an official of the organization. This individual must have the authority, resources, support of and access to top management to ensure the effective implementation of the AAP.
  • A Workforce Analysis indicating race, sex, EEO-1 category, job title, salary, department and location for each individual within the workforce.
  • A Job Group Analysis that compiles the workforce data within EEO-1 categories and subdivisions.
  • A Two Factor Availability Analysis that applies appropriate statistical data by industry and geographic location.
  • Achievement of Goal Report measuring the organization's success in meeting its prior year goals.
  • A Comparison of Incumbency to Availability that establishes Placement Goals when the comparison of availability to incumbency indicates an underutilization of minorities and/or females.
  • Identification of Problem Areas in accordance with the regulations to include: Analysis of the workforce which identifies concentrated/underrepresented areas for minorities and females within job group/departments; and the Impact Ratio Analysis, which is an analysis of personnel transactions.
  • Compensation Analysis. Unlike many of our competitors we offer various methodologies/options of compensation analysis. All areas of concern are identified.
  • An enumeration of the organization's Action Oriented Activities developed by the organization in order that they may achieve established placement goals.
  • An explanation of the organization's Internal Audit and Reporting System.
  • Affirmative Action Program for Individuals with Disabilities and Protected Veterans.

In addition, we realize that many states and local agencies require Affirmative Action Programs, which conform to specific state/local regulations. In fact, our AAPs have been submitted to state and local agencies across the country, and have been found to be in compliance time and time again. We not only work one on one with our clients, but with their permission, work with federal, state, and local agencies on their behalf to ensure acceptance of the Affirmative Action Program.

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“Have utilized Mark's services to do Affirmative Action plans for many years. Highly experienced expert in his field…always able to take the data we provided in its roughest form and come up with the most comprehensible, well documented plans. Between him and his staff the follow-up and ability to answer any questions that I had were always answered in a timely manner. With Mark's work backing us, there was never a fear of being audited, and if ever that was the case, we knew he would be there to back his work 100%. If you are in need of a consultant to handle your Affirmative Action needs, I would highly recommend Mark and his staff for the job!”
--HR Manager, Advertising & Marketing