The OFCCP has just released another in their series of technical assistance guidance. The most recent release is a 50-page guide that provides an overview of a construction contractor’s equal employment and affirmative action obligations. Unlike supply and service contractors, construction contractors are not required to develop annual affirmative action plans under Executive Order 11246. To show compliance, these contractors must take 16 affirmative action steps as a way of making good faith efforts to meet their affirmative action participation goals. The guide groups these steps into 5 categories: Recruitment Practices, Training, Equal Opportunity Policy and Implementation, Personnel Operations, and Contracting Activities. Construction contractors are required to develop written Affirmative Action plans for Individuals with Disabilities under Section 503 and Protected Veterans under VEVRAA. With this guidance, construction contractors can decide to prepare one written plan that covers both Individuals with Disabilities and Veterans. Contractors can also develop Section 503/VEVRAA plans either by companywide or by geographic region. The newly published guide also includes a section explaining what a construction contractor can expect should they be subject to a compliance evaluation from the OFCCP. The full guide can be found here.
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