Related resource: Use this OFCCP audit checklist to ensure you’re doing what is required to maintain OFCCP’s regulations including VEVRAA, Section 503, and EO 11246.

Are you a business or organization doing business with the Federal government with a contract amount over $10,000? If so under Executive Order 11246, you are most likely considered a Federal contractor and the regulations enforced by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), which governs affirmative action (AA) and equal employment opportunity (EEOC) as it relates to hiring and employment practices, apply to you.

Through its regulations, the OFCCP requires Federal contractors and subcontractors to engage in job posting and reporting procedures to make jobs available to diversity groups including veterans, individuals with disabilities, minorities and women, as well as other protected segments of the jobs market.

If you are a small business with a government contract, here are six key things about OFCCP compliance that you should know.

  1. Understand the mandatory job listing and reporting requirements. As a Federal contractor you need to be prepared in proving that you are actively working with state workforce agencies, posting jobs and keeping records of applicants. OFCCP job listing re