OFCCP Requirements for VEVRAA Federal Contractors

OFCCP Requirements for VEVRAA Federal Contractors

OFCCP requirements for Federal contractors must follow several regulations – VEVRAA, Section 503, and EO 11246. If you’re not sure of these regulations contact FACF an industry leader in federal compliance. Our Expertise with former OFCCP Compliance Officers are here to help. Compliance Solutions. Fast OFCCP Support. Informed OFCCP Guidance. AAP, EEO, VEVRAA Support

Federal contractors and subcontractors with 50 employees and $50,000 in government contracts are required to develop, implement and maintain AAP’s while providing goods and services to the federal government.

Affirmative Action Plans (AAP’s) are required to satisfy the equal-employment opportunity/affirmative action responsibilities for minorities and women under Executive Order 11246, as amended; people with disabilities under section 503 of the 1973 Rehabilitation Act; and covered veterans under the Vietnam Era Veterans’ Readjustment Act of 1973.

If your Government bills of lading totaling $50,000 or more in 12 months aggregates. In many cases, companies are required to implement an Affirmative Action Plan without a direct government contract. If government contractors purchase at least $50,000 worth of goods to fulfill their obligations on a government contract, then the goods’ seller is also subject to the OFFCP’s laws.

For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.

The written Affirmative Action Plan must include the following components:

• Utilization analysis for race, sex, and ethnicity (comparing the workforce and availability analyses)
• Utilization goals for race, sex, and ethnicity (if necessary)
• Utilization goals for individuals with disabilities
• Targeted outreach, recruitment, and retention activities (if necessary)
• Review of personnel processes
• Invitations to self-identify as an individual with a disability