Affirmative Action Plans are required for employers with federal contracts of $50,000 or more and 50 employees. Without a written affirmative action plan, employers with federal government contracts meeting the required thresholds, risk debarment, conciliation and possible fines and penalties.
In addition, federal government contractors have affirmative action obligations for Executive Order 11246 and the Rehabilitation Act at a $10,000 threshold and at $25,000 threshold for special disabled veterans, Vietnam Era veterans and other veterans who served on active duty during a war or campaign or expedition for which a campaign badge has been authorized (VEVRAA).
Any federal government contractor has an obligation to take affirmative action to assure nondiscrimination in their employment practices, and this obligation is most often the subject of discussion with federal contractors.
EEO Laws that apply to employers with federal contracts include:
AllHRMatters will assist your organization to determine the required level of Affirmative Action compliance and, if indicated, work with you to create a written affirmative action plan meeting your obligations as required by the Office of Federal Contract Compliance Programs (OFCCP). We will assist you to formalize efforts to provide equal employment opportunities in all employment practices. An AAP is created to reflect OFCCP requirements to include the four major areas: