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Affirmative Action: What you need to know

An effective affirmative action plan (AAP) includes internal auditing and reporting systems that measure the contractor's progress toward achieving the workforce that would be expected in the absence of discrimination.
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Affirmative action requirements can be imposed on an employer in a number of ways: by federal law, for federal government contractors and subcontractors; as part of a conciliation agreement with a state or federal agency; or by court order. Some employers that are not required to have an affirmative action program may adopt measures to increase diversity in order to create a more balanced workforce. Steps taken to increase diversity do not have to meet the requirements listed here.
Employers are required to meet certain affirmative action obligations if they do business with the federal government and are covered by the Federal Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), Executive Order 11246, and the Jobs for Veterans Act. The Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL) administers these laws and has issued regulations implementing each of them. Contractors' affirmative action obligations vary, depending on the size of the contract.
The Executive Order requires covered contractors and subcontractors with contracts totalling $10,000 or more (aggregate) to refrain from discrimination and to engage in affirmative steps to ensure that applicants and employees receive equal employment opportunity regardless of race, color, religion, sex, and/or national ...

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More on this topic:

expand-collapse sectionWhat Is an Effective Affirmative Action Program?
expand-collapse sectionAffirmative Action in Government Contracts
expand-collapse sectionGovernment Contracts for $10,000 or More: EO Clause Requirement
expand-collapse sectionContracts for $50,000 or More: Written AAPs Required
expand-collapse sectionVeterans Requirements
expand-collapse sectionElements of an Affirmative Action Program
expand-collapse sectionAdditional Required Elements of an AAP
expand-collapse sectionWhat Is a Functional AAP?
expand-collapse sectionWhat Is a Separate Facility Waiver?
expand-collapse sectionRecordkeeping
expand-collapse sectionGINA and Affirmative Action Plans for Disabled Individuals
expand-collapse sectionJob Posting
expand-collapse sectionCompliance Evaluations
expand-collapse sectionThe Ledbetter Act and Government Contractors
expand-collapse sectionTime Requirements for Compliance and Updates
expand-collapse sectionPenalties for Noncompliance
expand-collapse sectionChecklist for Nondiscriminatory Personnel Practices

State Requirements

Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

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