Each of the three laws enforced by the OFCCP -- Executive Order 11246, Section 503 of The Rehabilitation Act and the Vietnam Era Veterans Readjustment Assistance Act -- defines the employers that are "covered" by the respective laws and sets thresholds for both the type/amount of government business and the size of the workforce that triggers the written AAP contract. Although bills of lading and selling bonds or acting as a depository of funds by the Federal government also can trigger the requirement, typically it is having a contract to supply goods or services to the Federal government that gives the OFCCP jurisdiction. Government contractors and sub-contractors with a contract of at least $50K (E.O.) or at least $150K (VEVRAA the Rehab Act) AND at least 50 employees (total in the organization not just at a particular site or "establishment") compels a written Affirmative Action Program FOR EACH "establishment". There is no document in the laws the OFCCP enforces that is referred to as a "standard AAP”, so I don't know to what you are referring. Each of the three AAPs detailed in the corresponding set of regulations has some comparable content requirements but none are identical. The latter two require that the employer permit inspection by applicants and employees; there is no right of inspection for the AAP written pursuant to the Executive Order. Because of the different dollar thresholds for jurisdiction, it is possible for a contractor/sub-contractor to need only two AAPs or all three. It is also POSSIBLE for a contractor to have contracts in substantially larger amounts than those that trigger the written AAP mandate but to have fewer than 50 employees total -- in which case no AAPs are required of that government contractor or subcontractor. Because of the different right of inspection rules, I have always recommended that contractors maintain two/three SEPARATE AAPs. It's probably not the best foot to start off on with someone who has requested a look at your "AAP" to produce a document that has clearly been redacted. If they are separately bound it is a simple matter to make available for inspection (for a reasonable time and in an appropriate space) either or both the AAP for [Covered] Veterans and/or the AAP for Individuals with Disabilities. With the advent of even word processors, much less the text production capabilities we all have now, it is truly not a big chore and you will find that it is easier to assemble your supporting documentation (Exhibits, required analyses, etc.) one AAP at a time. You will also avoid the awkward syntax of having to repeat "on the basis of race, color, national origin, religion, and sex, as well as status as a covered veteran or status as an individual with a disability" over and over. Every AAP is based exclusively -- tho some would say exhaustively! -- on the language of the specific regulations that have been promulgated pursuant to either Executive Order 11246 or The Rehab Act or VEVRAA. Frankly, it is not only impossible to write a compliant AAP, but it is almost irresponsible to do so without having SOME familiarity with the regulations themselves. You may find as you develop each section of each AAP that it is helpful to CITE the applicable regulation at the top of the page addressing that particular requirement and read said rule as you are writing/reviewing your document. ALL the applicable regulations can be found at 41 Code of Federal Regulations Section 60. Here's a link: https://ecfr.io/Title-41/Volume-1/Chapter-60 41 CFR PART 60-1 - OBLIGATIONS OF CONTRACTORS AND SUBCONTRACTORS are the general rules, dollar thresholds for coverage, Equal Opportunity Clause, definitions, etc., having to do with the E.O. 11246 AAP. 41 CFR 60-2 AFFIRMATIVE ACTION PROGRAMS contains all the requirements for the E.O. AAP, such as record keeping, Availability Analysis, Goals, etc. 41 CFR 60-3 UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES (the really arcane rules that are SUPPOSED to govern how one performs "adverse impact analyses" (the agency typically plays fast and loose with these rules). PART 6-4 governs construction contractor requirements -- which are QUITE different than for "supply and service" contractors. 41 CFR 60-300 PART 60-300 - AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS REGARDING DISABLED VETERANS, RECENTLY SEPARATED VETERANS, ACTIVE DUTY WARTIME OR CAMPAIGN BADGE VETERANS, AND ARMED FORCES SERVICE MEDAL VETERANS. 41 CFR 60-PART 60-741 - AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS REGARDING INDIVIDUALS WITH DISABILITIES. [NOTE: The jurisdictional threshold in the regulations at Part 300.1 and Part 741.1 still say $100K. But another law (Section 807 of the Ronald Reagan National Defense Authorization Act, codified at 41 U.S.C. 1908) has, for statutes, adjusted certain statutory thresholds for inflation. AT THIS WRITING, the last such adjustment to thresholds in both the statutes (not the Executive Order) enforced by OFCCP was from $100K to $150K in 2015.] If this information is not what you need, please ask the question again with some information about what you think/have heard about "standard AAPs" and where you heard it and I'll reply again.
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.