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March 2022: Federal Contractors and Subcontractors Facing New, Mandatory OFCCP Registration, Certification of Affirmative Action Programs

23 Mar

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Update Applicable to:
All employers with federal supply and service contractors and subcontractors that have 50 or more employees

What happened?
On December 2, 2021, the Office of Federal Contract Compliance Programs (OFCCP) announced the launch of its new “Contractor Portal,” which covered federal contractors and subcontractors (contractors) must use to certify, on an annual basis, whether they have developed and maintained an affirmative action program for each establishment and/or functional unit, as applicable.

What are the details?
Federal supply and service contractors and subcontractors that have 50 or more employees and one or more federal contracts or subcontracts of $50,000 or more are required to have in place (within 120 days of entering into a covered contract) a compliant affirmative action program for each employment location, including annual written affirmative action plans for women, minorities, individuals with disabilities, and for contractors and subcontractors with one or more awards of $150,000 or more, protected veterans.

For more information, please see the links below:

Contractor Portal Announcement

Article 1Article 2Article 3

What do employers need to do?
Employers that are applicable to this should review the links above and ensure they are in compliance with this update.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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