Federal Contractor Eeo Compliance
Introduction Considering the duty of a federal subcontractor means that our company would be subject to additional federal regulatory EEO guidance. Primary concerns are the Federal requirement for an Affirmative Action Plan and the implementation of goals that fix issues the company has with underutilization. In this case we will examine three federal subcontractor EEO requirements, components of the affirmative action plan and setting affirmative action goals.
Additional EEO Compliance Requirements Additional EEO compliance is required of federal contractors and subcontractors. These requirements are enforced by the Office of Federal Contract Compliance Programs (OFCCP) who reports to the U.S. Department of Labor. These additional requirements are the Executive Order 11246, Section 503 of the Rehabilitation Act and Vietnam Era Veterans' Readjustment Assistance Act of 1974. Executive Order 11246 establishes the requirement for Affirmative Action and forbids Federal contractors and subcontractors from employment discrimination based on an individual’s “race, color, religion, sex or national origin.” Federal contracts below $10k are exempt from the Affirmative Action requirement. (dol.gov)
Section 503 of the Rehabilitation Act bars Federal supply and service and construction contractors and subcontractors from employment discrimination based on an individual’s disability. Contractors and subcontractors are required by law to impose an Affirmative Action Plan (AAP) that supports employment and career advancement for disabled persons. Again, the monetary value of a contract will determine the requirement or exemption status. (dol.gov)
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974 prohibits employment discrimination of veterans by supply and service and construction contractors and subcontractors. This law is applicable to all veterans despite its title and requires a solid employment and career advancing AAP. VEVRAA
Additional EEO Compliance Requirements Additional EEO compliance is required of federal contractors and subcontractors. These requirements are enforced by the Office of Federal Contract Compliance Programs (OFCCP) who reports to the U.S. Department of Labor. These additional requirements are the Executive Order 11246, Section 503 of the Rehabilitation Act and Vietnam Era Veterans' Readjustment Assistance Act of 1974. Executive Order 11246 establishes the requirement for Affirmative Action and forbids Federal contractors and subcontractors from employment discrimination based on an individual’s “race, color, religion, sex or national origin.” Federal contracts below $10k are exempt from the Affirmative Action requirement. (dol.gov)
Section 503 of the Rehabilitation Act bars Federal supply and service and construction contractors and subcontractors from employment discrimination based on an individual’s disability. Contractors and subcontractors are required by law to impose an Affirmative Action Plan (AAP) that supports employment and career advancement for disabled persons. Again, the monetary value of a contract will determine the requirement or exemption status. (dol.gov)
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974 prohibits employment discrimination of veterans by supply and service and construction contractors and subcontractors. This law is applicable to all veterans despite its title and requires a solid employment and career advancing AAP. VEVRAA