AAP Regulations

Understanding Affirmative Action Laws

Below is a listing of laws administered by the OFCCP relating to AAP compliance.  In addition, you must also abide by EEOC regulations as an Equal Opportunity Employer.  As a Government Contractor, you will be expected to understand and comply with each of these laws and regulations.

Executive Order 11246, As Amended

The equal opportunity clause contained in Section 202 of the Order requires that Federal contractors and subcontractors not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contractor/subcontractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin.

Section 503 of the Rehabilitation Act of 1973, as amended

Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 793), requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. Under the Act, contractors can not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified.

Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended

The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (38 U.S.C. 4212, or VEVRAA), requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans, veterans of the Vietnam era, recently separated veterans, and other protected veterans.

ADA - The Americans With Disabilities Act of 1990

Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. OFCCP shares responsibility with the U.S. Equal Employment Opportunity Commission (EEOC) in enforcing Title I of the Americans with Disabilities Act. Please see the EEOC webpage related to ADA.

You Are also Required to Be An Equal Opportunity Employer

For more information on EEOC requirements, please go to the Equal Employment Opportunity Commission website.