Your employment EEO and Affirmative Action obligations are:


Click here for the EEOC website, for more detailed information:                              www.eeoc.gov
Click here for the Office of Federal Contract Compliance Programs (OFCCP):   www.dol.gov/ofccp


Note: You are required to have written
503 (Rehabilitation Act) and 4212 (Veteran) Affirmative Action Plans (AAPs)

If you have over 100 employees (or 50 or more employees and government contracts of $50,000 or more), you must complete an
EEO-1 Form

Executive Order 11246 (41 Code of Federal Regulations (CFR 60-1), which includes (this list is not intended to be all-inclusive): Non-discrimination, EEO clause, and notification requirements - includes Part 60-2 written Affirmative Action Plan requirements and 60-3 Employee Selection Procedures

American's with Disabilities Act (Title I) for employers with 15 or more employees have been covered since July 26, 1994

Section 503 of the Rehabilitation Act of 1973, as amended, 29 USC Sec. 793 (1993), 38 USC 4211 and 4212 (29 CFR 60-250), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities (this is not all inclusive)

Title VII of the Civil Rights Act of 1964-Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. If discrimination is found, EEOC could require payment of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973


Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)

Vietnam Era Veterans' Readjustment Assistance Act of 1974, as mandated (38 United States Code (USC) 4212, or VEVRAA), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans and veterans of the Vietnam era. Also requires a written Affirmative Action Plan, Postings, Notifications, Filing VETS-100 Reports (list not inclusive) NOTE: Public Law 107-288, November 7, 2002, provides additional requirements to the VETS-100 filing requirement.

Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older

Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination

If you have any questions regarding your EEO or Affirmative Action obligations, contact
EEO GUIDANCE, Inc.®




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You have indicated you are a Supply and/or Service facility - with federal contracts and/or subcontracts, totaling more than $50,000, with 50 or more employees.

EEO GUIDANCE, Inc.

CALL 812-284-2993  or email us:  Cdawson@eeoguidance.com