FCC & EEO
Federal Contract Compliance & EEO
Many foreign cultures associate the words United States of America with the vision of freedom and equality. People of many different races, disabilities and creeds have come to the United States seeking the impartiality upon which this country was founded. However, the road to these favorable conditions of today has not been easy. The relentless pursuit of equality by Americans is written in history more than once. The most famous struggle for equality is Thomas Jefferson's Declaration of Independence. When the British began pressuring the American Colonies for more taxes, and generally becoming prejudiced, the colonists began writing poetry, drawing political cartoons, and painting patriotic pictures. The founding fathers gathered to take initiative to pursue their rights as a new country and as individuals. This paper will discuss the EEO compliance requirements necessary to become a Federal contractor as well as focus on the necessary components to establish an Affirmative Action Plan. By doing so, a proper understanding of government regulations and non-discrimination practices can be achieved.
The Committee on Equal Employment Opportunity (EEO) was established by John F. Kennedy in 1961. The laws it helped establish are the foundation in which we have created the equality in employment opportunities given to all Americans. Each of these policies has beneficial effects on our society. By implementing these laws, contractors ensure that American businesses see employees for their achievements and not by their diversities. The EEO has made it possible for individuals with disabilities and all races to work as equals in today's workforce. By doing so it has expanded the workplace by adding new concepts of thinking and efficiency (Dobbin, et al., 2003).
Nevertheless, no one in our current culture can deny the emotionally impact of the "I Have a Dream" sermon given by Dr. Martin Luther King in 1963. This speech was given in front of hundreds of thousands of civil rights supporters at the Lincoln Memorial in Washington DC in support of equality. This speech inspired and informed individuals throughout American of the importance of equal opportunities. Even today this speech is still replayed through schools teachings, television programs, books, and many other illustrations. To help understand the equal employment opportunities laws and guidelines we need to know the basic legislation for each law (Landau, 2002). Once we understand these laws the easier it is to practice them in the workplace and outside the workplace as well.
The Equal Pay Act of 1963 (EPA)
This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Title VII of the Civil Rights Act of 1964 (Title VII)
This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.
The Executive order (11246) of 1965
This order signed by President Johnson in 1965, which imposes nondiscrimination and affirmative action requirements as a condition of doing business with the Federal Government.
Executive order (11375) of 1967
As amended prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Executive order (11478) of 1967
An equal opportunity in Federal employment for all persons, to prohibit discrimination in employment because of race, color, religion, sex, national origin, handicap, or age, and to promote the full realization of equal employment opportunity through a continuing...
Federal Contract Compliance and EEO Any company in the United States that does business with the federal government as a contractor or subcontractor and that has more than 50 employees must have an Affirmative Action Plan (AAP). This plan is designed to ensure that the company is in compliance with the laws and regulations that govern affirmative action within the U.S. However, there is more to affirmative action than just the
HR AA Working for the Federal Government requires something extra due to the nature of the enterprise. Collective agencies such as the Federal Government are much more strict about rules and regulations dealing with discrimination and equal opportunity. The purpose of this paper is to explain and describe the special circumstances for Equal Employment Opportunity (EEO) when working with federal contractors and subcontractors. This paper will use case study information to
This agency reviews affirmative action programs and addresses complaints, violations or issues with non-compliance (Skrentny, 2001). The nondiscrimination section of the executive order applies to all contractors and subcontractors with federal contracts over $10,000 in any one year. The Executive Order also requires that any non-construction contractor with federal contracts over $50,000 and over fifty employees must establish a written affirmative action plan within 120 days of initiation of the
Affirmative Action/Equal Opportunity The policies of affirmative action aiming at assisting the black Americans are of recent origin. The policies have sought its origin to varied sources like legal structure, executive instructions, and court rulings. It was during the last three decades that these policies were being developed and they have become debatable as well. (Legal History) During the last three decades of the nineteenth century, a large number of African-Americans
Affirmative Action: Elements, Features, And Controversies 'Affirmative action', as we know it today, was first utilized by President Kennedy in an executive order directing contractors engaged by the federal government to see to it that applicants and employees were treated with no reference to their national origin, color, creed, or race (Nebraska Advisory Committee, 1979). Affirmative action collectively refers to those policies and actions meant to cushion historically-excluded and underrepresented groups
Affirmative Action Ever since the upheavals of the 1960s precipitated a fundamental change in the way the United States regards civil rights, the notion of affirmative action has been regularly discussed and misunderstood throughout the national discourse. Requirements that certain employers enact affirmative action plans began with an executive order on the heels of the Civil Rights Act of 1964, Title VII of which specifies that employers may not discriminate on
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