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 government. In the private (business) sector, there have also been issues with affirmative action - some of which have gone so far as the supreme court. Two of the most notable areas where Supreme Court cases have been seen are the Rehabilitation Act and the Vietnam Era Veterans Readjustment Assistance Act. Both of these Acts were part of lawsuits that made their way through the court system until the Supreme Court tackled them in an effort to correct problems that were being faced by individuals claiming discrimination for issues over which they had no control.
The Rehabilitation Act
This particular Act prohibits discrimination against anyone who has a disability (Leuchovius, 2001). Coleman v. Schwarzenegger was a Supreme Court case that came to light under the Rehabilitation Act, because it was alleged that mental health care that was being provided by the California Department of Corrections and Rehabilitation was unconstitutional. Eventually the Court found that unconstitutional practices that violated the Eighth Amendment were taking place, and the Defendant was given a time limit in which to create and implement a plan that provided true constitutionality when it came to mental...
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
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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