Which of the following statements apply to Affirmative Action (AA) and which apply to Equal Employment Opportunity (EEO)? (Answers Below)
- Includes non-discrimination laws that cover most employers with at least 15 employees, most labor union and employment agencies.
- Includes policies, and procedures, going beyond compliance with non-discrimination laws, that include (1) thorough, systematic efforts to prevent discrimination from occurring or to detect it and eliminate it as promptly as possible, and (2) recruitment and outreach measures.
- Required for nonconstruction contractors with 50 or more employees and (i) a Federal contract of $50,000 or more or (ii) Government bills of lading which in any 12 month period, total or can reasonably be expected to total $50,000 or more or (iii) serves as a depository of Government funds in any amount or (iv) is a financial institution which is an issuing and paying agent for US savings bonds and savings notes in any amount.
- Related protections are guaranteed by Federal and state fair employment laws.
- The Office of Federal Contract Compliance Programs enforces the contractual promises of those who do business with the Federal government.
- Violations may result in cancellation, termination or suspension of contracts in whole or in part and debarment from further contracts for an indefinite or fixed term.
- The central premise is that, absent discrimination, over time a workforce, generally, will reflect the gender, racial and ethnic profile of the labor pools from which recruitment and selection occurs.
- Includes a Private Sector Enforcement program that resolves charges of discrimination.
Generally speaking, EEO means freedom from discrimination on the basis of sex, color, religion, national origin, disability and age. EEO rights are guaranteed by Federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.
Affirmative action, established through a written plan (AAP), policies and procedures, is an employer's standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is intended to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs under Executive Order 11246 and its regulations. The Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates.*
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This information is intended to be educational and should not be considered legal advice on any specific matter.
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