Affirmative Action Planning: Federal

Author: Peter S. Saucier, Kollman & Saucier, PA

Summary

• Federal contractors are no longer required to take affirmative action with regard to race, color, sex, sexual orientation, religion, national origin or gender identity. See The Law of Affirmative Action.
• The Vietnam Era Veterans Readjustment Act of 19974 (VEVRAA) requires certain federal contractors to take affirmative action to employ and advance veterans. See Affirmative Action for Veterans.
• Section 503 of the Rehabilitation Act (Section 503) prohibits discrimination on the basis of disability by federal contractors and requires covered federal contractors to take affirmative action to employ qualified individuals with disabilities. See Affirmative Action for Individuals with Disabilities.
• The federal government actively oversees affirmative action planning through the Office of Federal Contract Compliance Programs (OFCCP), a branch of the Department of Labor. The OFCCP conducts audits and undertakes enforcement of legal obligations. See OFCCP Audits.
• Affirmative action employers that fail to keep good track of applicant flow for job openings do so at their peril. See Recordkeeping and Data.