Affirmative action requirements for federal contractors exist under Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 as amended, and the affirmative action provisions (Section 4212) of the Vietnam Era Veterans' Readjustment Assistance Act, as amended. Contractors must review their employment practices to make certain they are undertaking affirmative action to recruit, hire, promote and retain individuals with disabilities, minorities, veterans, and women. Internal good-faith efforts include, but are not limited to:
- Implementing internal dissemination of available job openings.
- Providing training opportunities.
- Encouraging individuals with disabilities, minorities, veterans, and women employees to apply for open positions.
- Reviewing selection criteria and procedures with managers to ensure that they understand EEO policies and that the selection criteria are non-discriminatory.
- Offering current employees the opportunity to voluntarily self-identify as an individual with disabilities or a protected veteran.
External good-faith efforts may include:
- Listing in the Affirmative Action Plan (AAP) whether, when, and how recruitment sources for individuals with disabilities, minorities, veterans, and women are/will be used.
- Documenting whether and when the recruitment sources not listed in the AAP were used to identify candidates with disabilities, minorities, veterans, and women not included in its AAP.
- The use of recruitment job boards, publications, and websites that target individuals with disabilities, minorities, veterans, and women.
- Developing partnerships with community-based vocational rehabilitation provider agencies.
- Recruitment at high schools, colleges, and universities that enroll large numbers of individuals with disabilities, minorities, veterans, and women.
- Offering applicants the opportunity during the hiring process to voluntarily self-identify as an individual with a disability; this opportunity must also be available to employees after they are hired on a recurring basis. For applicants and employees with disabilities OFCCP provided a mandatory self-identification form that must be used at the pre- and post-offer stages and during the subsequent mandated intervals.
For more information affirmative action visit:
U.S. Department of Labor, Office of Federal Contract Compliance program resources on:
Executive Order 11246 Affirmative Action and Good-Faith Efforts
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.