Compliance — EEO, OFCCP, I-9, ADA, DEI

/hcm/compliance is the HR-admin compliance surface for federal- contractor + general-employer reporting. AxisSynapse generates the EEO-1 report (US employers ≥ 100 employees), the OFCCP Affirmative Action Plan (federal contractors), tracks ADA workplace accommodations, handles the I-9 (Section 1 + Section 2 + re-verification), and surfaces DEI analytics with k-anonymity-locked aggregates.

TL;DR — Open HCM → Compliance. Each compliance program has its own tab: EEO-1, OFCCP AAP, ADA, I-9, DEI. Most flows produce regulator-ready artefacts (PDF, CSV, EEO-1 XML) for upload to the relevant agency.

EEO-1 report

US employers with ≥ 100 employees + federal contractors with ≥ 50 employees file an annual EEO-1 disclosing workforce composition by EEO-1 job category × ethnicity × gender.

1. 1

   Click "Generate EEO-1"

   Pick the reporting year + snapshot date (EEO-1 typically uses a pay period from the fourth quarter).

2. 2

   Review the EEO-1 mapping

   Each workspace position maps to one of the 10 EEO-1 job categories. HR admin reviews + confirms the mapping (saved per workspace + persisted across years).

3. 3

   Generate

   The report computes per-category headcounts by self-identified ethnicity + gender. Employees who haven't self-IDed appear in the "Not Disclosed" column. Audit log records HCM_EEO1_REPORT_GENERATED.

4. 4

   Download for filing

   XML format for upload to the EEOC's EEO-1 Component 1 portal, plus a human-readable PDF for internal records.

OFCCP Affirmative Action Plan

Federal contractors complete an annual AAP describing workforce composition, job-group analysis, placement goals, and good-faith recruiting effort.

1. 1

   Click "Generate OFCCP AAP"

   Pick the AAP year + the federal-contractor establishment(s) covered.

2. 2

   Job-group analysis

   Positions cluster into job groups for analysis. Workspace admin reviews + confirms.

3. 3

   Placement-goal computation

   For each job group, the report compares incumbency to availability + flags groups where incumbency lags availability (triggers a placement goal under OFCCP rules).

4. 4

   Generate

   Audit log records HCM_OFCCP_AAP_GENERATED. PDF + CSV outputs.

ADA accommodations

1. 1

   Employee requests an accommodation

   From Account → Privacy or via HR-routed intake. Audit log records HCM_ADA_ACCOMMODATION_REQUESTED.

2. 2

   HR opens an interactive-process record

   Tracks dialogue, evidence (medical documentation from the employee's provider), proposed accommodations, alternatives considered.

3. 3

   Decision

   Approve / reject / propose alternative. Audit log records HCM_ADA_ACCOMMODATION_DECISION.

4. 4

   Implementation tracking

   Equipment ordered, workspace changes, schedule modifications — tracked as tasks against the record.

I-9 (US work authorization)

1. 1

   New-hire Section 1

   Triggered by the onboarding workflow. The new hire completes Section 1 attesting work authorization. Audit log records HCM_I9_CREATED.

2. 2

   HR Section 2

   HR or designated reviewer examines original documents (List A / B / C combinations) + completes Section 2 within 3 business days of the start date. Audit log records HCM_I9_VERIFIED.

3. 3

   Re-verification (where applicable)

   For employees whose work authorization expires, the system surfaces a re-verification task on a configurable lead time. HCM_I9_REVERIFIED recorded on completion.

DEI policy + analytics

The DEI surface emits:

• HCM_DEI_POLICY_UPDATED on schema / floor changes.
• HCM_DEI_SIMULATION_RUN per simulation.
• HCM_DEI_AI_NARRATIVE_GENERATED per narrative refresh.

EEO-1 mapping configuration

Position-to-EEO-1 mapping is workspace-defined + persistent:

Every field, explained

Audit codes

For SIEM ingestion + compliance review, this surface emits:

See Reference → Audit codes for the canonical description of each.

Common gotchas

• "EEO-1 'Not Disclosed' is very high." Self-ID rate depends on workforce engagement. Workspace can run a self-ID campaign to nudge response; coverage shows on the EEO-1 prep page.
• "OFCCP AAP requires placement goals." OFCCP rules trigger placement goals when incumbency lags availability for a protected group. The report flags + names the affected job groups; the AAP narrative covers remediation steps.
• "I-9 Section 2 deadline approaching." The workflow surfaces the deadline in HR's Action Inbox. After 3 business days without Section 2, the employee is technically out of compliance; complete ASAP + document any unavoidable delay.
• "My DEI dashboard is mostly redacted." Workforce too small for the k-anon floor. Either accept the redaction or lower the reporting granularity (e.g. aggregate ethnicity into broader buckets per workspace policy).
• "ADA medical documentation appeared in an analytics dashboard." That would be a bug — medical documentation is restricted PHI + excluded from analytics. Report immediately to your account team.

Troubleshooting