Bee Tree Consulting: Affirmative Action Plans

Employers are required to meet certain affirmative action obligations if they do business with the federal government and are covered by the Federal Rehabilitation Act of 1973, the Vietnam-Era Readjustment Action of 1974 or Executive Order (EO) 11246.

Contracts for $2,500 or More An employer with 15 or more employees and a government contract or subcontract amounting to $2,500 or more must take affirmative action to employ disabled individuals.

Contracts for $50,000 or More If an employer has a government contract amounting to $50,000 or more and 50 or more employees; Executive Order (EO) 11246 requires an affirmative action plan.

The OFCCP have created the following:

Computerized records may now be made a part of the document request of the Office.
Records, depending on the size of the contractor, may be subject to retention requirements of up to two years.
Penalties for violation can include fixed term debarment from Federal Contracts for a period of six months or more, as well as indefinite term debarment.
Interest on back pay will now be compounded quarterly when the OFCCP determines there has been discrimination.
Salary structure and formalized performance appraisals are now being scrutinized.
OFCCP has expressed authority to seek back pay and other make whole relief on behalf of discriminated individuals, even when the individual does not file a formal complaint.

Using up-to-date census information along with company demographics, potential openings from turnover and historical data, we can provide your organization with work force and job group analysis, under-utilization and goals identification, along with a customized narrative.

Contact Bee Tree today to discuss your Affirmative Action obligations.

MORE INFORMATION

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Contact Bee Tree today to discuss your Affirmative Action obligations.

MORE INFORMATION return to top of page

MORE INFORMATION

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