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Benefits Free Resource New
Featured Resource:
Benefits Tab Benefits is the complete set of benefits compliance content for HR professionals.

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OFCCP Additional
Additional HR Resources

OFCCP Affirmative Action Rules Explained.
Make sure your AA policies are current with complicated rules for federal contractors.

ADA Compliance
Answers to new compliance challenges in light of ADA amendments

Recognizing Discrimination
How to spot and respond to workplace discrimination

2011 Law Updates
Learn how to prepare for changes and get a better understanding about what you can expect in 2011

Solis' 5 Top DOL Prorities
In this FREE HR Hero White Paper, Solis reveals the DOL's top priorities for 2010, including new wage & hour enforcement initiatives

Legal and Successful Hiring
The knowledge you need to hire confidently, fairly, and legally

Employment Law Manual
All-new 2012 Edition is fully up-to-date with the latest revisions to FMLA and COBRA and other laws!

Office of Federal Contract Compliance Programs (OFCCP)

The Office of Federal Contract Compliance Programs (OFCCP), a division of the U.S. Department of Labor’s (DOL) Employment Standards Administration (ESA), ensures employers doing business with the federal government are in compliance with nondiscrimination and affirmative action laws and regulations. The OFCCP administers and enforces the following laws:

  • Executive Order 11246. Executive Order 11246 applies to all nonexempt government contractors and subcontractors and federally assisted construction contractors and subcontractors doing more than $10,000 in government business a year. Executive Order 11246 prohibits discrimination in employment decisions on the basis of race, color, religion, gender, or national origin. Contractors falling under this order are required to use affirmative action to guarantee they are providing equal opportunity in all aspects of their employment. In addition, federal contractors and subcontractors are required to develop a written affirmative action program under the executive order if they have $50,000 or more in federal contracts and 50 or more employees.
  • Section 503 of the Rehabilitation Act of 1973. Section 503 of the Rehabilitation Act applies to all organizations with nonexempt government contracts or subcontracts of more than $10,000. Section 503 bars discrimination and mandates affirmative action in all employment or advancement practices for qualified individuals with disabilities.
  • Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). VEVRAA applies to all organizations with a nonexempt government contract or subcontract of $25,000 or more. VEVRAA bans discrimination and provides for affirmative action in all employment or advancement practices for qualified special disabled veterans, Vietnam Era veterans, and veterans who served on active duty during a war or in a campaign or expedition in which a campaign badge was authorized.
  • Americans with Disabilities Act of 1990. Title I of Americans with Disabilities Act (ADA) prohibits discrimination against disabled workers or job applicants. The OFCCP shares the duty of enforcing Title I of this Act with the U.S. Equal Employment Opportunity Commission (EEOC).