The United States Department of Labor (DOL) Office of Federal Contract Compliance Programs (OFCCP) monitors the adherence to contractual promises of affirmative action and equal employment opportunity required of those who do business with the federal government. OFCCP works closely with the Department of Justice, Equal Employment Opportunity Commission, DOL, Office of the Solicitor, Women’s Bureau, Bureau of Apprenticeship and Training, and Employment and Training Administration.
For the benefit of job seekers and wage earners, OFCCP carries out a variety of procedures including:
- Technical assistance for contractors/subcontractors to ensure regulatory requirements and review processes are understood.
- Compliance evaluations and complaint investigations of contractors/subcontractors’ personnel policies/procedures.
- Facilitation of Conciliation Agreements with contractors/subcontractors found to be in violation of regulatory requirements.
- Ongoing assessment of the progress made by contractors/subcontractors in fulfilling agreement terms via periodic compliance reports.
- Development of linkage agreements between contractors/subcontractors and DOL training programs to aid employers in identifying/recruiting qualified workers.
- Recommendations of enforcement actions to the Solicitor of Labor.
- Debarment (the loss of a company’s federal contracts) as the ultimate sanction for violations plus back pay for lost wages and other forms of relief to victims of discrimination.
The OFCCP enforces a variety of laws such as:
- Americans with Disabilities Act (ADA): Prohibits private employers, state/local governments, employment agencies, and labor unions from discriminating against qualified candidates with disabilities in regards to job application processes, hiring, firing, advancement, compensation, job training, and other employment terms.
- Executive Order 11246 – Equal Employment Opportunity: Prohibits federal contractors and federally assisted construction contractors/subcontractors who do $10K+ in government business within one year from discriminating against individuals for employment based on race, color, religion, sex, sexual orientation, gender identity, or national origin. Additionally, government contractors must take affirmative action to ensure equal opportunity is provided in all employment practices and, under certain circumstances, may not take adverse employment actions against applicants or current personnel for asking about, discussing, or sharing pay information.
- Section 503 of the Rehabilitation Act: Prohibits federal contractors/subcontractors from discriminating against individuals with disabilities (IWDs) in regards to employment and requires affirmative action be taken to recruit, hire, promote, and retain IWDs.
- Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) of 1974: Prohibits federal contractors/subcontractors from discriminating against protected veterans for employment. These employers must also take affirmative action to recruit, hire, and retain veterans.
For more information and the latest OFCCP updates, visit their official website at http://www.dol.gov/ofccp/index.htm.
To support your OFCCP compliance efforts, iHire offers a free voluntary self-identification form that can be added to your job’s application process. To learn more, visit our Job Ad Solutions page or contact one of our Account Managers at 877-433-8860.