(press release: cdklawyers)
A company doing business with the federal government may be subject to certain requirements regarding equal employment opportunities. Some government contractors must provide equal employment opportunities without regard to race, sex, color, religion, national origin, disability, or the status of a veteran and must take affirmative action: positive steps to recruit, hire, train, and promote individuals from groups that have traditionally been discriminated against.
If an employer has more than fifty employees and has government contracts or subcontracts amounting to $50,000 or more, the employer must create formal, written affirmative action plans for (1) women and minorities, (2) disabled individuals, and (3) veterans. These plans must specify results-oriented policies and procedures to which the employer makes a commitment to apply good-faith efforts. A plan must also be complete, reasonable, and acceptable as determined by the Office of Federal Contract Compliance Programs.
An affirmative action plan for women and minorities must set hiring and promotion goals in job categories where women and minorities are underutilized. These goals should be specific, measurable, and attainable. Affirmative action plans for disabled individuals and veterans must state the employer’s policies and practices for implementing affirmative action.
To speak with an employment law attorney about an affirmative action plan or another employment law matter, please contact the employment lawyers at Clouse Dunn Khoshbin LLP at email@example.com.