In general, employers who conduct business with the federal government need to develop an affirmative action plan. There are other circumstances where employers develop AAP plans outside of federal contractors. This could be the result of a court order to remedy past discrimination or as a voluntary measure. For purposes of this article we’ll focus on federal contractors and their affirmative action needs.

Laws Governing AAP

As a federal contractor or subcontractor, you are required to meet basic affirmative action and equal employment opportunity regulations. Multiple laws have been enacted which impact federal contractors and their affirmative action and EEO hiring practices. They include the Rehabilitation Act, of which Section 503 requires affirmative action for individuals with disabilities. The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), established in 1974, also mandates that those doing business with the government ensure their job openings reach qualified Vietnam era veterans returning home from the war and ensure there is no discrimination in the hiring process. In 2002, the Jobs for Veterans Act (JVA) amended the order to include special disabled and disabled vete