Forming and maintaining relationships with community recruitment resources is an integral part of effective Affirmative Action Plans. Contractors should take proactive and positive steps to achieve their affirmative action objectives by:
- Contacting appropriate linkage resources to obtain information on availability of applicants and trainees for job groups where underutilization has been identified. This can include reaching out to groups serving students and recent graduates, veterans and individuals with disabilities generally.
- Working with community resources to determine the best process for encouraging applicants with disabilities, women, minorities, individuals, and veterans to apply for vacant positions.
- Visiting community-based organizations that serve job seekers that include persons with disabilities, veterans, women and other minority groups to develop linkages and become familiar with the skills and educational backgrounds of potential applicants.
- Offering internship or apprenticeship opportunities to increase the employment of individuals and veterans with disabilities.
For more information visit EARN's Community Resource Linkages page.
The e-laws Advisors are interactive e-tools that provide easy-to-understand information about a number of Federal employment laws. Each Advisor simulates the interaction that you might have with an employment law expert. It asks questions and provides answers based on responses given.
Executive Order 11246 - Affirmative Action<http://www.dol.gov/ofccp/regs/compliance/aa.htm>
This resource provides information from the Department of Labor on the Executive Order 11246 and the role of the Office of Federal Contract Compliance Programs. It also describes Affirmative Action (AA) outreach and requirements for Federal Contractors. Examples of AA programs, successes and additional resources are also provided for employers.
Affirmative Action and People with Disabilities<http://www.dol.gov/dol/topic/hiring/affirmativeact.htm>
This resource provides information on Affirmative Action (AA) and how it relates to the employment of people with disabilities including the ten components of a successful AA Plan.
Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974<http://www.dol.gov/ofccp/regs/compliance/ca_vevraa.htm>
This web site provides information on VEVRAA, which requires that employers with federal contracts or subcontracts of $100,000 or more provide equal opportunity and affirmative action for Vietnam era veterans, special disabled veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
Office of Federal Contract Compliance<http://www.dol.gov/ofccp/index.htm>
Office of Federal Contract Compliance Programs (OFCCP) ensures that contractors doing business with the Federal government take affirmative action and do not discriminate. The purpose of this agency is to enforce the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.
Section 503 of the Rehabilitation Act of 1973 <http://www.dol.gov/ofccp/regs/compliance/ca_503.htm>
This resource provides information on Section 503 of the Rehabilitation Act of 1973 which requires affirmative action and prohibits employment discrimination by federal government contractors and subcontractors with contracts of more than $10,000.