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media resources AFFIRMATIVE ACTION

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.


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.


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 rules regarding VEVRAA Click Here  andHere

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

Cities and Counties Affirmative Action Requirements can be found here and here

Sexual Orientation and Gender Identity - click here  Final Rule

FAQs on LGBT can be found here    DOL News on LGBT are here

Tricare providers and Hospitals - do you fall under the moratorium?

OFCCP posters can be found here  and here

Find us on the Better Business Bureau Click Here