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 companys written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
DOL Web Pages on This Topic
Office of Federal Contract Compliance Programs (OFCCP) – Monitors contractor and subcontractor compliance with the nondiscrimination and affirmative action provisions of VEVRAA.
Affirmative Action and People with Disabilities – Explains why people with disabilities should be included in affirmative action programs and what contractors’ affirmative action obligations are pertaining to outreach and recruitment of people with disabilities.
Executive Order 11246 Fact Sheet– EEO and Affirmative Action Guidelines for Federal Contractors Regarding Race, Color, Gender, Religion, and National Origin
Laws & Regulations on This Topic
E.O. 11246 – Executive Order 11246
29 USC §793 – Rehabilitation Act of 1973
38 USC §4212 – Vietnam Era Veterans’ Readjustment Assistance Act of 1974
41 CFR Part 60-1 – Obligations of Contractors and Subcontractors
41 CFR Part 60-2 – Affirmative Action Programs
41 CFR Part 60-741 – Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities