Second of a Three Part Series for Federal
Government Contractors
In this second article of the series on
AFFIRMATIVE ACTION COMPLIANCE (Part 2
), David Harvey of our office provides an overview of Section 503 of the Rehabilitation Act (Individuals with Disabilities) affirmative action compliance requirements generally and when an employer must take the additional step to develop a written Section 503 Affirmative Action Plan. He also outlines the necessary components of a written Section 503 Affirmative Action Plan.
David has 15+ years of experience assisting companies in all aspects of compliance with Executive Order 11246 and related Office of Federal Contract Compliance Programs (OFCCP) obligations of federal service and supply contractors and construction contractors. David has written and/or reviewed hundreds of Affirmative Action Plans, and has assisted numerous clients in OFCCP compliance reviews and related compensation discrimination matters.
To view Part 1 of this series, click here.
The final part of the three-part series will focus on a government contractor's affirmative action obligations toward protected veterans.
If you have any questions, feel free to reach out to your contact at the firm at 818-508-3700 or you may contact David directly at 704-765-1569.
If you have any questions about the matters discussed in this issue of Compliance Matters, please call your firm contact at (818) 508-3700, or visit us online at
www.brgslaw.com
.
Sincerely,
David Harvey
Ballard Rosenberg Golper & Savitt, LLP
