EEO & outreach · Leander · North Austin
EEOC filings, EEO compliance, and outreach that finds more talent.
From answering a discrimination charge to the reports and affirmative action programs federal contractors owe, the firm handles the forms, the deadlines, and the strategy. Building outreach programs that widen the talent pool is what the firm does best.
EEOC and Texas Workforce Commission charges
Responding to charges of discrimination, harassment, and retaliation filed with the EEOC or the Texas Workforce Commission Civil Rights Division: the position statement, requests for information, mediation, and on-site investigations. A charge response is built on the same record as a good workplace investigation, and it is often won or lost on that record.
EEO reporting and compliance
- EEO-1 Component 1 reports for employers with 100 or more employees, and for covered federal contractors.
- VETS-4212 annual reports on protected veteran employment for covered federal contractors.
- Required posters and notices, EEO and anti-harassment policies, and recordkeeping.
- Applicant tracking and the records that support every hiring decision.
Federal contractor affirmative action
The 2026 rules removed the race- and sex-based programs under Executive Order 11246 and narrowed Section 503, but covered contractors still owe written affirmative action programs for protected veterans and individuals with disabilities. The firm writes and updates those programs, sets up the job listings with WorkInTexas.com, prepares the annual outreach assessments, and reviews existing programs for anything that no longer fits the law. Read: what is still required in 2026.
Outreach and talent programs
This is where the firm is strongest. A good program never changes a merit-based hiring policy. It is entirely about fishing in more ponds and developing talent:
- More ponds. Relationships with veterans’ transition programs, vocational rehabilitation, community colleges, apprenticeships, and workforce boards across Central Texas.
- A wider door. Job requirements tied to the actual work, accessible applications, and a clear accommodation process.
- Developing talent. Internships, apprenticeships, mentoring, and internal paths open to every employee.
- The same standard for everyone. Structured, job-related selection, and training for recruiters and hiring managers to keep it that way.
- Measured. Source-of-hire tracking and the annual assessment that shows which outreach worked.
Questions about EEO compliance
Do federal contractors still need affirmative action programs?
Yes, for protected veterans and individuals with disabilities. Executive Order 11246 and its race- and sex-based program requirements are gone, with the Department of Labor's rescission of its regulations effective October 26, 2026. But VEVRAA and Section 503 are statutes, and covered contractors still need written programs, outreach and recruitment efforts with an annual assessment, job listings with the state employment service, and the related records.
What happened to the 7 percent disability goal and Form CC-305?
Both were eliminated effective September 21, 2026, along with the requirement to invite applicants and employees to self-identify as having a disability. The rest of the Section 503 program, including outreach and its annual assessment, remains.
Does an outreach program mean hiring preferences?
No, and it should never involve them. A well-run program keeps the selection decision merit-based and the same for everyone. It widens where you recruit and develops the people you have. Preferences based on a protected trait create risk under Title VII and under federal contract terms.
How long does an employee have to file a discrimination charge in Texas?
Generally 180 days with the Texas Workforce Commission Civil Rights Division and 300 days with the EEOC. Since September 1, 2021, Texas also allows 300 days for sexual harassment charges filed with the Commission.
We received an EEOC charge. What should we do first?
Calendar the response deadline in the notice, preserve the relevant records and communications, tell managers not to retaliate, and get help with the position statement. What the company says first is hard to take back later.
Got a charge, a report, or a program to build?
Start with a free 15-minute call. Charge responses, reports, and programs are quoted up front as fixed blocks of time.