Affirmative Action laws & HR compliance analysis

Affirmative Action: What you need to know

The Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) published final regulations, making significant changes to the affirmative action rules implementing Section 503 of the Rehabilitation Act of 1973 (Section 503) and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), as amended. The new rules took effect on March 24, 2014.
For more information on the final rules, go to BLR's online resource center, OFCCP Regs for Federal Contractors, at http://hr.blr.com/resource-centers/OFCCP-Regs-for-Federal-Contractors.
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An effective 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.
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, VEVRAA, Executive Order 11246, and the Jobs for Veterans Act (JVA). The OFCCP within the DOL administers these laws and has issued regulations implementing each of them. Contractors' affirmative action obligations ...

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