U.S. Department of Labor
Federal Contractor Compliance Advisor
Definitions
Executive Order 11246 (E.O. 11246), as amended protects employees of covered Federal contractors and subcontractors from discrimination based on race, color, religion, sex, sexual orientation, gender identity and national origin and requires that such employers take affirmative action to ensure that all employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or national origin. Contractors are also prohibited from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others.
Section 503 of the Rehabilitation Act of 1973 (Section 503), as amended requires covered Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities and prohibits discrimination against qualified individuals on the basis of disability.
Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), as amended requires covered Government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans.
Uniform Guidelines on Employee Selection Procedures were jointly promulgated by the Departments of Labor and Justice, the Civil Service Commission (now the Office of Personnel Management), and the Equal Employment Commission. The purpose of the Guidelines, which became effective in 1978, is to set forth the proper use of employment tests and other selection procedures. The Department's regulations containing the Uniform Guidelines are found at 41 CFR Part 60-3.
Sex Discrimination Guidelines were developed by the Office of Federal Contract Compliance Programs and provide specific guidance to employers with respect to the treatment of female applicants and employees. They address: (1) recruitment and advertisement; (2) job policies and procedures; (3) seniority systems; and (4) discriminatory wages. These guidelines can be found at 41 CFR Part 60-20.
Guidelines on Discrimination Because of Religion or National Origin were promulgated by the Office of Federal Contract Compliance Programs. These guidelines, which can be found at 41 CFR Part 60-50, offer guidance to covered Federal contractors and subcontractors for promoting equal employment opportunities for applicants and employees without regard to their religion or national origin.
Affirmative Action Requirements set forth the required contents of affirmative action programs, standards, and procedures for evaluating compliance with Executive Order 11246, VEVRAA and Section 503 of the Rehabilitation Act. These requirements can be found at 41 CFR Part 60-2, Subpart C of Part 60-300, and Subpart C of 41 CFR Part 60-741, respectively. For covered Federal contractors and subcontractors, affirmative action must be taken to ensure employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. Affirmative action may include training programs, outreach efforts, and other positive steps to broaden the pool of individuals for hiring and promotions. These procedures should be incorporated into the employer’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
Government Bills of Lading is a contract, in the form of a document evidencing receipt of goods, for the transportation and delivery of such goods for or on behalf of the Government.
