Are you in compliance? Stay ahead of the regulatory curve with affirmative action plans and compliance information from our team at KBW Associates.
OFCCP requires a non-construction contractor, under Executive Order 11246, as a condition of having a federal contract, to develop and maintain an Affirmative Action Plan which must be renewed annually. If your business:
Employs 50 or more employees across all locations
Holds a federal contract or subcontract of $50,000 or more
Is a depository of Government Funds in any amount
A contractor in violation of E.O. 11246 may have its contracts canceled, terminated, or suspended in whole or in part, and the contractor may be debarred, i.e., declared ineligible for future government contracts.
New OFCCP Regulations - Effective March 24, 2014
Section 503 of the Rehabilitation Act
Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. Highlights of these changes are utilization goals, pre-offer and post-offer invitation to self-identify, EO clause language.
Vietnam Era Veterans’ Readjustment Assistance Act
Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) prohibits federal contractors and subcontractors from discriminating in employment against protected veterans, and requires these employers to take affirmative action to recruit, hire, promote, and retain these veterans. Highlights of these changes are hiring benchmarks, tracking veteran applicants and hires, pre-offer and post-offer invitation to self-identify; EO clause language.
The new regulations became effective on March 24, 2014. However, contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements. This compliance structure seeks to provide contractors the opportunity to maintain their current AAP cycle.