How Do I..

How do I know if I need an Affirmative Action Plan?

Not all employers need to maintain a written Affirmative Action Plan (AAP). The first question to ask is whether your organization does any work with the federal government. If not, then you do not have any AAP obligations.

If yes, then these three laws may apply to you:

Section 503 of the Rehabilitation Act of 1973

Employers with contracts over $10,000 and sets affirmative action obligations regarding qualified individuals with disabilities

Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), as amended by the Jobs for Veterans Act

Employers with 50 or more employees that have contracts of $25,000 or more entered into before Dec. 1, 2003, must take affirmative action towards veterans. 

Employers with 50 or more employees that have contracts of $50,000 or more entered into before Dec. 1, 2003, must have a written affirmative action program. 

Employers with 50 or more employees that have contracts of $100,000 or more entered into after Dec. 1, 2003, must have a written affirmative action program 

Executive Order 11246

Employers with 50 or more employees and federal contracts or subcontracts of $50,000 must prepare and maintain a written AAP covering females and minorities and update it annually 

Any depository of government funds in any amount or any financial institution that is an issuing and paying agent for U.S. savings bonds and savings notes in any amount must prepare and maintain a written AAP covering females and minorities and update it annually.

How do you know if you fall into any of these categories?

Talk to your sales and marketing departments

Check with your purchasing department to see if they have received any requests to confirm that your organization is compliant with AAP requirements.

 

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