Executive Order 11246 protects employees of covered Federal contractors and sub-contractors from employment discrimination on the basis of race, color, religion, sex and national origin. The Executive Order also requires that certain employers take affirmative action to ensure that all qualified applicants and employees receive equal employment opportunity. E.O. 11246 and its regulations are administered and enforced by the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP).
Affirmative action, or positive measures, must be taken by covered employers to recruit and advance qualified minorities and women for jobs in which they are underutilized relative to their availability. 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.
Employers are also required to take all necessary actions to ensure that no one attempts to intimidate or discriminate against an individual for filing a complaint.
Mistakes in the Affirmative Action Planning process can expose your company to liability during an investigation or an employment-related lawsuit. We work with our clients to conduct thorough reviews of existing plans and make recommendations for changes that would make the plan OFCCP compliant.
RECENT OFCCP NEWS
Applicable Regulations:
- EO 11246, as Amended
- Section 503 of the Rehabilitation Act of 1973, as Amended
- Vietnam Era Veterans' Readjustment Assistance Act of 1974, as Amended
- ADA — The Americans with Disablities Act of 1990
Give us a call at: 561-886-7535 or send us an email to request a no-obligation proposal regarding our Affirmative Action Planning services.
