Labor Regulations for Government Contractors


Since we’re all now back at our desks after the Labor Day weekend, I thought I’d take a closer look at three common federal regulations regarding labor and employment practices that can affect government contractors:

  • Executive Order 11246 — Equal Employment Opportunity
  • Section 503 – Affirmative Action for Individuals with Disability
  • VEVRAA – Affirmative Action for Veterans


Federal contractors who do over $10,000 a year in government business must take affirmative action to ensure compliance with these regulations.

Contractors with over 50 employees and a contract of at least $50,000 must prepare a written Affirmative Action Plan, and keep records to provide evidence of their efforts– such as documents sent to suppliers, or statements on the company’s hiring/recruitment literature.

Sample Affirmative Actions Plans for EO11246, Section 503 and VEVRAA are available at the Department of Labor’s website.



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