The Office of Federal Contract Compliance Programs (OFCCP) is a part of the U.S. Department of Labor. Its rules require federal contractors and subcontractors to take affirmative action to employ — and to advance in employment — women, minorities, veterans and people with disabilities. In addition, the OFCCP cooperates with federal immigration authorities to enforce verification requirements for work authorization.
The OFCCP derives its authority from several executive orders and federal laws, which require the inclusion of "equal opportunity" clauses in non-exempt federal contracts and subcontracts. These clauses require that contractors and subcontractors —
- Not discriminate against any employee or applicant because of certain protected characteristics, including race, color, religion and others;
- Take affirmative action to ensure equal opportunity in hiring and employment;
- Maintain employee facilities that are not segregated;
- Accommodate employees' religious practices unless doing so causes undue hardship; and
- Notify employees of their equal-opportunity rights through workplace postings.
To ensure nondiscriminatory recruitment, selection and promotion practices and policies, the OFCCP requires federal contractors to maintain affirmative action programs (AAPs). Contractors must also retain all personnel and employment records and must identify the gender, race and ethnicity of job applicants when possible.
OFCCP evaluates compliance through several mechanisms, including comprehensive compliance reviews and various types of limited or focused reviews. Material violations or results in discrimination findings may result in significant sanctions against the contractor.
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