Affirmative Action Compliance can be a difficult subject for business owners and human resource executives. David Harvey of our office 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. If you're not sure what that is, then this article is an especially important read.
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. As we get many questions on just when and how federal government contractors must comply with these complex regulations, David has written a three-part series of articles to assist in gaining a basic understanding of these requirements.
In the first article of the series
AFFIRMATIVE ACTION COMPLIANCE (Part 1)
, David provides an overview of Executive Order 11246 affirmative action compliance requirements generally and when an employer must take the additional step to develop a written Affirmative Action Plan. He also outlines the necessary components of a written Affirmative Action Plan. The remainder of the series focuses on a government contractor's affirmative action obligations toward individuals with disabilities and 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
