Welcome to CMEA
CMEA The Employers Association is a non-profit, member-owned organization established solely to help
employers promote positive employer / employee relations. We are a critical resource for companies of various sizes and industries in Massachusetts who use our services to help with day-to-day employer / employee issues. More importantly, we help our members understand the laws and how they apply to their companies.
As the state and federal governments pass more and more legislation governing your relationship with your employees, you may find yourself or your staff bogged down with time-consuming research or costly legal bills by trying to keep up-to-date. CMEA The Employers Association may be your answer to save time and money as you better understand your responsibilities as an employer.
Click here to learn more about our services......
Featured in the January Commentator Newsletter
- The Wage Hour Implications of Inclement Weather
- Male As Well As Female Employees to Be Entitled to 8 Weeks of Parental Leave Under New Mass. Law
- It's Time to Post the OSHA 300A Injury/Illness Summary Form
- DOL Proposes Update to Discrimination Guidelines on Gender Identity, Pregnancy, and Sexual
- Workplace Harassment "Major Problem"
- Working in a Winter Wonderland - Protecting Employees Who Work Outside
- Form W2 and Form 1099R Must Be Issued By Feb. 2, 2015 W4 Forms Also Available
- OFCCP Posts Two FAQs on Inviting Veteran Self-Identification and the New VETS-4212 Form
Affirmative Action Plans (AAPs)
Written affirmative action plans are required of employers who employ fifty (50) or more employees and have contracts, subcontracts (and/or some grants) with the federal government in excess of $50,000. Often comprising over 100 pages of statistical and narrative material, these plans must be maintained on
an annual basis.
Affirmative action plans can take up dozens of hours to create. Don't have the time to create an affirmative action plan? Looking to outsource? CMEA can design a comprehensive affirmative action plan that reflects your organization while addressing the necessary federal laws and regulations.
If you are contacted by the OFCCP requesting to review your AAP, you don't want to have to scramble to put an inferior plan together. Not complying with affirmative action plan regulations can result in the termination of government contracts already in effect and may disqualify you from future government contract opportunities. That is lost revenue to your company! And contrary to popular thought, any company (large or small) can have their plan audited.
For more information on Affirmative Action services, call Mark Patrick at (508) 481-5244 or email MarkPatrick@att.net.