Affirmative Action for Federal Contractors

All federal contractors and subcontractors are required to implement AAPs. However, federal contractors and subcontractors with contracts of under $10,000 or with multiple contracts which, when combined, total less than $10,000, are exempt from the AAP requirements outlined by the OFCCP.

Many states also regulate which employers must have AAPs. Contact your local Office of Contract Compliance for more details.

Affirmative Action Requirements: The Department of Labor (DOL) has set specific reporting, notice and recordkeeping requirements to ensure that employers comply with all affirmative action regulations.

These requirements apply to all employers covered by federal anti-discrimination laws, regardless of whether a charge has been filed against them.

Reporting Requirements: Employers must report their AAP efforts using the following forms. Employers with more than one location must file a report for their headquarters, a report for each location with 50 or more employees and a separate report for each location having fewer than 50 employees. Alternatively, employers with more than one location can file a consolidated report that covers each location with fewer than 50 employees.

The term “affirmative action” refers to public and private initiatives to improve development opportunities for women, minorities and other protected classes. In the employment sector, these efforts seek to increase employment opportunities for women, minorities, veterans, the disabled and any other protected classes of employees. The goal is for all individuals to have an equal opportunity for employment, regardless of race, color, religion, sex, national origin, disability or veteran status.

Equal employment opportunities for federal contractors are required by the following three laws: Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). These laws are administered and enforced by the Office of Federal Contract Compliance Programs (OFCCP).

Many companies are required by law to have an Affirmative Action Plan in place.
As required by the OFCCP, many companies must have an Affirmative Action Plan (AAP) in place. This plan should contain an analysis of all protected classes of employees at the organization and compare protected class statistics to an employer’s entire population to discover any barriers to equal employment opportunity. The plan should also include actions to remedy these barriers. For more information on affirmative action and your obligations as an employer, visit