Affirmative Action Plans
Employers who do business with the federal government often have affirmative action plan obligations. These obligations include annually maintaining a written affirmative action plan and these regulations are enforced by the Department of Labor.
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Not all government contractors are required to maintain an affirmative action plan, and only certain federal contracts, subcontracts, and grants are covered.
Generally, your company is an affirmative action employer if any of the following apply:
- Your company has been awarded a federal contract worth $10,000 or more
- Your company has 50 or more employees and contracts valued at $50,000 or more
- You’re a construction contractor (or subcontractor) with federally assisted contracts valued at $10,000 or more.
Affirmative Action programs include internal auditing and reporting systems as a means of measuring the contractor’s progress towards achieving a workplace composition that is more comparable to the relevant labor pool.
Federal contractors and subcontractors must pay careful attention to affirmative action compliance, and can be required to demonstrate, through their affirmative action plan, that the contractor’s employment practices and procedures are not discriminatory. Our attorneys have extensive experience with all aspects of affirmative action planning and compliance. Our attorneys can help employers and contractors understand the extent of its affirmative action obligation and assist in the writing and development of a viable affirmative action plan, including workforce, compensation, and adverse impact analysis, as well as providing assistance should your company be the target of an affirmative action compliance audit or related litigation.
For more information on Affirmative Action Plans, please contact any of the attorneys in the Tuggle Duggins Affirmative Action Plan Compliance Group.