RPL is a corporation headquartered in Tulsa, Oklahoma that specializes in writing “turnkey” affirmative action programs, conducting Internet and On-site Training programs covering the following subjects: Managing Diversity, Sexual Harassment, Americans with Disabilities Act, and Discipline and Termination. The RPL Internet Training Systems are also available to companies for training their employees in company specific subjects. The EEO training programs are continuously updated to reflect the changes in the laws. RPL Management Resources investigates and resolves complaints of discrimination and conducts risk assessment audits. For a full listing of services RPL Management Resources provides Click Here.

RPL can assist employers in several ways:

1. RPL can write the company “turnkey” affirmative action programs at a cost far less than the company could complete the programs. RPL supports the employer by attending audits of its affirmative action programs, reviewing the material sent to the OFCCP before it is submitted for audit to ensure it is responsive to the agency information requests. RPL offers an hour of training on affirmative action for management to discuss what it is and how it must be carried out.
   
2. RPL has an Internet training system with the capacity to train employees in EEO courses offered by RPL or the system can be used to train personnel in any other subjects for which it would choose to use the system. For example, offering a uniform training program for tellers. RPL presently offers training programs on managing Diversity, Sexual Harassment, the Americans with Disabilities Act and Discipline & Terminations. Other programs are presently under development.
3. RPL also has the capacity to offer Onsite EEO training to employers at their facilities or at a location convenient to their needs.
4. RPL investigates complaints of discrimination for employers using the same basic method used by EEOC in its conduct of investigations. The investigation will present the employer with the facts in the case and offer a resolution to problem. The investigation will also allow the company to make a determination as to whether to fight the case because the evidence finds in favor of the company or to settle it when the evidence reveals the company would lose the case. All investigations are done in confidence and prepared “eyes only” for the company attorney or other authority designated by the company.
   
5. Risk assessment audits review company personnel action, policies, and procedures to determine if there are any systemic problems that could cause the company costly EEO problems. Like investigations, the review is thorough and prepared in confidentially with an “eyes only” report for the company attorney or other designated authority.

RPL works for companies regardless of size. A contractor can be as small as 50 employees to thousands. Once they are a covered contractor with 50 or more employees and $50,000.00 or more in contracts they are covered contractors and obligated to have written affirmative action program for each of their facilities. With reference to our training programs, every company regardless of size should train their employees and especially supervisors and managers in EEO laws. Failure to train continues to be the major cause of EEO violations. Employers with 15 or more employees are covered under Title VII of the Civil rights Act of 1964.

To find out more about RPL and its services you can call toll free (800) 633-4775 or locally (918)280-1519. You can also get in touch with RPL through our web site, simply by filling out the contact form. If you do not wish to contact us using either method, you can mail any questions or concerns to:

         RPL Management Resources, Inc.
         5001 South Fulton Ave.
         Tulsa, OK 74135

AAP stands for an Affirmative Action Program. An affirmative action program is a set of specific and results-oriented procedures to which a contractor commits itself to apply every good faith. The object of such effort is equal employment opportunity. Procedures without efforts to make them work are meaningless and effort undirected by specific procedures is inadequate.

A prime or sub contractor with 50 or more employees and $50,000.00 or more in contracts must have a written affirmative action program for each of its establishments. For more information contact us or go to our Affirmative action page.

An AAP analyzes and evaluates all employment actions, including compensation, to determine the EEO compliance status of an employer. When problems are identified the AAP sets up appropriate corrective actions. An appropriately administered AAP is a powerful defense against complaints against discrimination.

The Office of Federal Contract Compliance programs, Employment Standards Administration, and The U. S. Department of Labor audit AAPs. Other federal agencies could do so as well as state and city governments can require contractors doing business with them to have an AAP.

Using our Internet Training system is simple.

1. Purchase
You can browse our online store to purchase the course or courses you would like to take. Once the items are added to your shopping cart you can proceed to check out. Upon check out you will be given further instructions to set up your internet training account.

2. Set-up
Once you have purchased your training courses you will need to set-up your training account. Using the information provided during check out you will log into the Accout Set-up System. You will sign in as an Individual or a Company / Group Administrator. Follow the directions to complete the Account Set-up process.

3. Logging in
After the previous steps are completed, all you will have to do to take one of the Internet Training Courses is login in with your username and password. The login form is located at the top of every page or you can go to https://rplmri.readyhosting.com/secure/cbtlogin/login.asp to enter your information.

If you forget your username and password and have provided a valid email address you can fill out the "Forgot Username or Password" form and your login details will be sent to your email account. If you did not provide a valid email address during registration, you can send a request for your information to training@rplmri.com and you will be given instructions on how to obtain your information.

Through out the RPL website there may be terms that you are unfamiliar with. A listing of terms and definitions can be found in the Definitions section of our web site. If you do not find the definition you are looking for or need further explanation, click here to fill out a definition request form and we will get back to you with a response.

The length of time in which you keep your employment records depends on the type of record it is.

2 years	Personnel or employment records relating to All job applications, resumes, or other replies to job advertisements, and records pertaining to failure or refusal to hire. Records of promotion, demotion, transfers, selection for training, layoff, recalls, or discharge. Job orders Physical examination results considered in connection with personnel actions. Job advertisements and notices to the public or employees regarding openings, promotions, training programs, or opportunities for overtime work. Employee benefits plans, written seniority systems, or merit rating systems (full period plan is in effect plus one year after its termination) Wage rate tables Work time schedules Shipping and billing records Records of additions to or deductions from wages paid and documentation of basis for payment of any wage differential to employees of opposite sex in the same establishment.
3 years	General records such as, basic employment and earning records. Payroll and other records containing each employee’s name, address, date of birth, occupation, rate of pay and weekly earnings. And individual contracts or collective bargaining agreements. Sales and purchase records. Certificates and notices of the Wage-Hour administrator. ALL documents concerned with the preparation, administration, and results of a polygraph.
6 years	records containing all required plan descriptions, reports. records that are necessary to certify information, such as vouchers, worksheets, receipts, and applicable resolutions.
As long as relevant	Records of each employee-participant in the plan for determinations of benefits that are due or might become due. Certificates verifying the age of minors (until termination of the minor) Written training agreements (period of training programs) Personnel records relevant to any enforcement action brought against the employer.(until the final disposition of the action)

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