For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
THE EEO CLAUSE
Each contracting agency in the Executive Branch of government must include the equal opportunity clause in each of its nonexempt government contracts. The equal opportunity clause requires that the contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin. American Indian or Alaskan Native, Asian or Pacific Islander, Black, and Hispanic individuals are considered minorities for purposes of the Executive Order. This clause makes equal employment opportunity and affirmative action integral elements of a contractor’s agreement with the government. Failure to comply with the non-discrimination or affirmative action provisions is a violation of the contract.
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION STRATEGIC ENFORCEMENT PLAN FY 2013 -2016
In Fiscal Year (FY) 2012, the EEOC received 99,412 charges of discrimination (85 percent against private employers and 15 percent against state and local government employers). Another 43,467 charges were dual-filed with the EEOC in FY 2012, but investigated by state and local fair employment practices agencies (FEPAs). READ MORE...
Please visit the following links to find important information and answers from the DOL, OFCCP and EEOC.
Executive Order 11246 Click Here
Employer FAQs: Click Here
Compliance Assistance: Click Here
OFCCP answers frequently asked questions: Click Here
Find your State's Department of Labor: Click Here
How do I know if I am a federal contractor? Click Here
What is a compliance review? Click Here
OFCCP Resources for Section 503 and VEVRAAClick Here
FDIC insured banks are required to comply with EO 11246 Click Here
What does the EEOC cover? Click Here
Important Supreme Court cases on affirmative action and discrimination: Click Here
Audit and Review Scheduling Letters from the OFCCP can be seen here: Click Here
FAQs from the DOL/OFCCP regarding the Scheduling Letter: Click Here
Regional offices of the OFCCP can be found here
Tricare providers and Hospitals - do you fall under the moratorium?
Find us on the Better Business Bureau Click Here