OFCCP requires that all federal government contractors who hold federal contracts adhere to the following responsibilities:
- Nondiscrimination in Employment
- Affirmative Action Obligations
- Filing an EEO-1 Report
- VETS-4212 Report
- Allowing OFCCP Access
- Job Postings
- Provision of Reasonable Accommodation
- Prohibition Against Retaliation
OFCCP monitors compliance with these equal employment opportunity laws and their corresponding affirmative action requirements primarily through compliance evaluations, during which a compliance officer examines the contractor’s affirmative action program and employment practices. OFCCP also investigates complaints filed by individuals alleging discrimination by federal contractors and subcontractors on the basis of race, color, sex, religion, national origin, status as a qualified individual with a disability or as a protected veteran.
Generally, contractors with less than $10,000.00 in government contracts within a 12 month period or contracts performed outside of the United States (by employees not recruited inside the United States) will be exempt from OFCCP compliance.
To learn more about DOL’s efforts to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the federal government, visit the Office of Federal Contract Compliance Programs (OFCCP) website.
Additionally, some contracts require compliance with the Drug Free Workplace Act of 1988.
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