Our second in our series of articles on OFCCP Compliance, we outline the significance of the OFCCP to the business goals of federal contractors and subcontractors. If you have contracts with the Federal government, you are required to abide by regulations outlined by the OFCCP to meet basic affirmative action and equal employment opportunity (EEO) requirements. As such, you should be familiar with the laws outlined below which impact your affirmative action plans and OFCCP compliance strategy:
1. Executive Order 11246 This landmark legislation requiring Equal Employment Opportunity (EEO) prohibits employers who receive Federal contracts over $10,000 in any given year from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. In addition, the Executive Order also requires Federal contractors to take affirmative action to make certain that applicants are employed and treated fairly, without regard to their race, color, religion, sex, or national origin during their employment.
2. Section 503 of the Rehabilitation Act of 1973 This legislation was signed by President Richard Nixon, and was considered to be one of the driving forces in protecting the equal opportunity employment rights of individuals with disabilities. The legislation prohibited discrimination, and required affirmative action by employers with Federal contracts or subcontracts of $10,000 or more in a given year to hire, retain, and promote qualified individuals with disabilities.
3. Vietnam Era Veterans Readjustment Assistance Act, or VEVRAA Requires Federal contractors to take affirmative action for the recruitment of Vietnam era veterans. The legislation requires Federal contractors to “list immediately with the appropriate local employment service office” all of its employment opportunities, with the exception of executive positions, positions filled internally, and temporary positions lasting less than 3 days.