Once a contract has been awarded, the Office of Federal Contract Compliance Programs (OFCCP) will conduct an evaluation to determine how well you are complying with various employment regulations, such as non-discrimination, or accommodations for individuals with disabilities. You can choose to have the compliance review either on-site or off-site.
- Executive Order 11246: prohibits discrimination based on race, color, religion, sex, sexual orientation, gender identity, and national origin. The agency will look at your report on your company’s goals, as well as any good-faith efforts you’ve made to remove barriers and increase opportunities.
- Section 503 of the Rehabilitation Act: prohibits discriminating against individuals with disabilities, and the Vietnam Era Veterans’ Readjustment Assistance Act prohibits discrimination against protected veterans. The agency will assess the effectiveness of your company’s efforts, and will want to see documentation.
- Affirmative Action Program: if you employ at least 50 people, and have a contract or subcontract of $50,000 or more, you are required to develop a written Affirmative Action Program. You must keep all records relating to personnel or employment activities, in order to document your company’s nondiscrimination and affirmative action compliance.
The agency’s website has a ‘Frequently Asked Questions’ page; a copy of the letter that contractors receive when they are scheduled for a compliance check; , and a ‘Supply and Service Scheduling List’, where you can see if your company is scheduled for a compliance check soon.