Laws Enforced by the OFCCP
Affirmative action and Equal Opportunity compliance laws were enacted to eliminate discrimination in hiring practices as it relates to taking measures to hire without regard for race, color, sex, religion or national origin as well as qualified individuals with disabilities and protected veterans. As it relates to federal contractors in particular, the Office of Federal Contract Compliance Programs (OFCCP) monitors these regulations and how contractors comply in their employment practices.
OFCCP compliance stipulates that as a federal contractor or subcontractor doing business with the federal government, with contracts totaling $10,000 or more, you need to comply with mandatory job–listing requirements. The Jobs for Veterans Act (JVA) amended the order, and increased this to contracts totaling $25,000 or more. Also, if you have 50 employees or more and have contracts totaling $50,000 or more you are also required to develop an Affirmative Action plan that centers on hiring, training and promoting veterans.
If you have contracts with the Federal government, you should be familiar with the laws outlined below which impact your affirmative action plans and OFCCP compliance strategy:
1. Executive Order 11246 This landmark legislation requiring Equal Employment Opportunity (EEO) prohibits employers who receive Federal contracts over $10,000 in any given year from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. In addition, the Executive Order also requires Federal contractors to take affirmative action to make certain that applicants are employed and treated fairly, without regard to their race, color, religion, sex, or national origin during their employment.
2. Section 503 of the Rehabilitation Act of 1973 This legislation was signed by President Richard Nixon, and was considered to be one of the driving forces in protecting the equal opportunity employment rights of individuals with disabilities. The legislation prohibited discrimination, and required affirmative action by employers with Federal contracts or subcontracts of $10,000 or more in a given year to hire, retain, and promote qualified individuals with disabilities.
3. Vietnam Era Veterans Readjustment Assistance Act, or VEVRAA. Congress established VEVRAA in 1974 to provide assistance to Vietnam veterans returning home from the war and ensure there is no discrimination in the hiring process. VEVRAA mandates that federal contractors and subcontractors who have contracts with the government for a certain amount take affirmative action and make jobs available to qualified veterans, including disabled and Vietnam era veterans, covering the years of 1964–1991. T And the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), which was enacted in 1974, mandates that those doing business with the government ensure their job openings reach qualified Vietnam era veterans returning home from the war and ensure there is no discrimination in the hiring process.
The 2002 Jobs for Veterans Act (JVA) amended the order to include special disabled and disabled veterans, veterans who have enlisted in the Armed Forces and those in the active reserves or National Guard.
For more information on OFCCP, read our white paper Demystifying OFCCP Compliance for Federal Contractors or call 1–866–923–6284, or Email Us now.