EEO-Affirmative Action compliance planning — Design of all the process steps to successfully avoid or pass an Affirmative Action Audit. Review all of the processes and data with comparisons to the census data. Assure that correct information is currently being gathered. Conduct job group analysis, utilization analysis, compensation and practice analysis, and reporting. Also, insure that policies and reporting are in place to identify gaps or show compliance. If there are gaps, create a plan for reaching compliance.

Disparate Impact and Disparate Treatment Reports —Prior to a Reduction-in-Force, have a disparate impact and treatment report run to assess your likelihood of compliance with ADEA and EEOC.

FLSA Auditing —Assessment and review of employee categories for proper assignment and treatment of employees with regard to overtime pay, review of payroll and overtime pay policy and practices. What is also required is an audit of the overtime approval process, the documentation of comp-time usage and policy, and the education of staff regarding FLSA policy.

FMLA System —Family Medical Leave Act - administration of time taken off for family or personal leave and an audit/integration of other time off benefits; as well, FMLA requires the creation of a system or process for tracking the initial event of the time taken off by the employee and subsequent cumulative events of the time taken by the employee.

Forensic/Expert Witness Analysis —Preparing all compensation and benefit analysis for an expert witness testimony. Includes the future value of: 1) earnings, 2) adjustments to social security benefits, and 3) other retirement benefits. That analysis thereby derives an assessment of the differences in the total compensation due to an injury or a disability.

Canadian Pay Equity Program — compliance states that male-dominated occupations and female-dominated occupations of comparable value must be paid the same. Compliance entails an audit of process, system, pay, and pay decisions relevant to compliance with the Canadian Equal Pay Act. It entails that a professional needs to analyze jobs that are dominated by men versus those dominated by women to determine compliance in pay.