Many people think of nondiscrimination and affirmative action as the same.\u00a0 However, there is a difference.\u00a0 Nondiscrimination requires the elimination of all existing discriminatory practices and conditions.\u00a0 Affirmative action requires special efforts to recruit and employ groups who may have been discriminated against in the past.<\/p>\n
Since 1965, the U.S. Department of Labor\u2019s Office of Federal Contract Compliance Programs (OFCCP) has been committed to ensuring that government contractors comply with the equal employment opportunity and the affirmative action provisions of their contracts.\u00a0 The OFCCP administers and enforces Executive Order 11246, which prohibits federal contractors and federally-assisted construction contractors and subcontractors, who do over $10,000 in government business in one year, from discriminating in employment decisions on the basis of race, color, religion, sex or national origin.<\/p>\n
The Executive Order also requires government contractors to take affirmative action to insure that equal opportunity is provided in all aspects of their employment. Each government contractor with 50 or more employees AND $50,000 or more in government contracts is required to develop a written affirmative action program (AAP) for each of its establishments.<\/p>\n
Does Your Organization Need an AAP?<\/span><\/p>\n <\/span><\/p>\n Each non-construction contractor\/subcontractor with 50 or more employees is required to develop a written AAP for each of its establishments<\/span> within 120 days from the start of the federal contract.\u00a0 The AAP must then be updated every year the organization maintains a federal contract.\u00a0 If you answer \u201cYES\u201d to just one<\/span> of the following questions you are REQUIRED to have a written AAP in place:<\/p>\n <\/span><\/p>\n The High Cost of Non-Compliance<\/span><\/p>\n <\/span><\/p>\n The OFCCP conducted 4,412 compliance reviews in fiscal year 2002, resulting in $24 million in citations!\u00a0 If the OFCCP chooses your organization for a compliance review, the organization can be hit with severe penalties if it is not in full compliance.\u00a0 These penalties include:<\/p>\n For more information, please contact: Many people think of nondiscrimination and affirmative action as the same.\u00a0 However, there is a difference.\u00a0 Nondiscrimination requires the elimination of all existing discriminatory practices and conditions.\u00a0 Affirmative action requires special efforts to recruit and employ groups who may have been discriminated against in the past. Since 1965, the U.S. Department of Labor\u2019s Office of […]<\/p>\n","protected":false},"author":1,"featured_media":2282,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[22,12,16,13],"class_list":["post-367","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-affirmative-action","tag-hr-consulting","tag-human-resources","tag-human-resources-consulting"],"yoast_head":"\n\n
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\nEd Krow, Senior Human Resources Consultant, Vantagen, LLC
\nEd.Krow@VantagenLLC.com
\n717-314-3680<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"