S&S 50K - not 50 Empl

Your employment EEO and Affirmative obligations are:

Click here for the EEOC website, for more detailed information: www.eeoc.gov
Click here for the Office of Federal Contract Compliance Programs (OFCCP): www.dol.gov/ofccp

Note: You are required to have written 503 (Rehabilitation Act) and 4212 (Veteran) Affirmative Action Plans (AAPs)

Executive Order 11246 - 41 Code of Federal Regulations (CFR) 60-1), which includes (this list contains federal requirements and may not be all-inclusive): Non-discrimination, EEO clause, and notification requirements

If you have 15 or more employees,Title VII of the Civil Rights Act of 1964applies- Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. If discrimination is found, EEOC could require payment of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)

Section 503 of the Rehabilitation Act of 1973, as amended, which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities (this is not all inclusive)- written AAP required

American's with Disabilities Act (Title I) for employers with 15 or more employees have been covered since July 26, 1994

Vietnam Era Veterans' Readjustment Assistance Act of 1974, as mandated (38 United States Code (USC) 4212, or VEVRAA), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans and veterans of the Vietnam era. Also requires a written Affirmative Action Plan, Postings, Notifications, Filing VETS-100 Reports (list not inclusive) NOTE: Public Law 107-288, November 7, 2002, provides additional requirements to the VETS-100 filing requirement

Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older

Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination

If you have any questions regarding your EEO or Affirmative Action obligations, contact EEO GUIDANCE, Inc.®

You have indicated you are a Supply and/or Service facility - with federal contracts and/or subcontracts, totaling more than $50,000, with less than 50 employees.