Congratulations! Your company has just signed a federal contract and you are now subject to Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; and Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRRA), as amended. You have 120 days from the commencement of this first contract to develop your affirmative action plans.I know what you’re thinking: “WHAT?!? I have to develop affirmative action plans?! What do I need to do?! Where do I need start?!”
First, take a deep breath. Breathe in. Breathe out. You've got this. Becoming a federal contractor or subcontractor can feel very overwhelming. I would like to offer you the same advice my mother gave me when I had the same overwhelming feeling when it was time for me clean the disaster that was my room. (OK, it may not be the same feeling but the ten-year-old me starring at a sea of toys and clothes with no floor in sight would disagree.) My mother would tell me, “You just need to start and the rest will follow.” She would point me in the direction of a few things to do first to get me started on a very daunting task.
So, I’m here to point you in the direction of five things you can do in the first 30 days so you can get started on the road to compliance. Click here now to learn why it’s important to execute the following in your in your first 30 days as a federal contractor:
- Assigning affirmative action compliance responsibilities
- Listing jobs with state and local employment service delivery system
- Incorporating an EEO tagline for all solicitations and advertisements
- Posting EEO posters and other required postings in a highly visible area
- Maintaining accurate personnel records
Remember, this is just a starting point. Becoming a federal contractor or subcontractor brings numerous unique compliance obligations but Berkshire is here to help. Please feel free to contact us today at 800.882.8904 or email email@example.com should you need further assistance with your journey to compliance.