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Written Affirmative Action Plans are required
for employers with federal contracts of $50,000 or more and 50
employees. Without a written affirmative action plan, employers with
federal government contracts meeting the required thresholds, risk
debarment, conciliation and possible fines and penalties.
In addition, federal government contractors have affirmative action obligations for Executive Order 11246 and the Rehabilitation Act at a $10,000 threshold and at $25,000 threshold for special disabled veterans, Vietnam Era veterans and other veterans who served on active duty during a war or campaign or expedition for which a campaign badge has been authorized (VEVRAA).
Any federal government contractor has an obligation to take affirmative action to assure nondiscrimination in their employment practices, and this obligation is most often the subject of discussion with federal contractors. However, short of affirmative action efforts, there are equal employment opportunity obligations connected with signing a federal contract.
EEO Laws that apply to employers with federal contracts include:
In addition, federal government contractors have affirmative action obligations for Executive Order 11246 and the Rehabilitation Act at a $10,000 threshold and at $25,000 threshold for special disabled veterans, Vietnam Era veterans and other veterans who served on active duty during a war or campaign or expedition for which a campaign badge has been authorized (VEVRAA).
Any federal government contractor has an obligation to take affirmative action to assure nondiscrimination in their employment practices, and this obligation is most often the subject of discussion with federal contractors. However, short of affirmative action efforts, there are equal employment opportunity obligations connected with signing a federal contract.
EEO Laws that apply to employers with federal contracts include:
- Section 503, Rehabilitation Act of 1973
- Vietnam Era Veterans' Readjustment Assistance Act of 1973
- Executive Order 11246
- Executive Order 11141
- Establishment of responsibilities for implementation of the
AAP
- Identification of problem areas through statistical analyses of your organization's workforce (such statistical analyses shall include Workforce Analysis, Job Group Analysis, Availability Analysis, and Underutilization Analysis)
- Development of action-oriented programs designed to correct any problem areas found
- Implementation of internal audit and reporting systems that can be used to periodically measure the effectiveness of the total affirmative action program
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