If you are no longer a federal contractor, then the obligations that you were previously relegated to no longer exist. Even so, keep in mind that certain employers – not obligated to the affirmative action requirements - are required to submit an EEO-1 report on race and gender after employment commences (i.e. on employees not applicants). Employers who must fill out an EEO-1 report with that data are private employers who are: 1. subject to Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972) with 100 or more employees EXCLUDING State and local governments, primary and secondary school systems, institutions of higher education, Indian tribes and tax-exempt private membership clubs other than labor organizations; OR 2. subject to Title VII who have fewer than 100 employees if the company is owned or affiliated with another company, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees. To read more about this, click here.
You can 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. Or request a demo to streamline your compliance and recruiting efforts.