Office of Federal Contract Compliance Programs (OFCCP) enforcement is meant to ensure affirmative action and equal opportunity employment for job seekers and wage earners.

The federal government spends more than $500 billion dollars a year on goods and services. Companies doing business with the federal government are required to comply with OFCCP regulations, including the recently amended Section 503 of the Rehabilitation Act (Section 503) and Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). In addition, entities dealing with federal contractors or subcontractors may also have to abide by these regulations.

The OFCCP began enforcement of extensive amended regulations on Affirmative Action Plans (AAP) and recordkeeping requirements for both protected veterans (VEVRRA) and persons with disabilities (Section 503). These regulations require significant modification to your AAP, including new requirements for data collection, outreach, and training, “benchmarks” and goals. While some of these obligations can be delayed until your 2015 “transition” AAP, others should already be implemented.

Please see full publication below for more information.

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Topics:  Affirmative Action, Chief Compliance Officers, Enforcement, Equal Opportunities, Federal Contractors, OFCCP, Rehabilitation Act, Subcontractors, Training, VEVRAA

Published In: Civil Rights Updates, Government Contracting Updates, Labor & Employment Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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