All employers and federal contractors are required to post a notice that describes the Federal laws prohibiting discrimination. This notice, “EEO is the Law” must be placed in a conspicuous location where notices to applicants and employees are typically posted. In addition, employers with federal contracts are also required to include an Equal Opportunity policy statement in its Affirmative Action Program and post this on company bulletin boards. Employers must ensure that this statement is provided in a form that is accessible to applicants and employees with disabilities. There is no regulatory requirement that the employer provide either policy in new hire orientation, but it is a best practice to do that. It is important that the employer place employees on notice of their obligations not to engage in harassing or discriminatory conduct or behavior and to provide employees with notice of their legal rights to have a workplace free of harassment and discrimination. If the employer does not provide that notice very early, and then offensive behavior takes place on Day 2, the employer loses a strong argument that the employee should have known that the offensive behavior could result in consequences including termination. For more best practices for federal contractors, please refer to 41 CFR Appendix to Part 60-20 – Best Practices.
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.