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OFCCP Contractor Portal Open Until June 29, 2023

19 Apr


Update Applicable to:
All contractors.

What happened and what are details?
On March 31, 2023, the Office of Federal Contract Compliance Programs’ (OFCCP) opened the Contactor Portal until June 29, 2023.

Federal contractors and subcontractors (contractors) must certify, on an annual basis, whether they are meeting their requirement to develop and maintain annual Affirmative Action Plans (AAP). Contractors are required to use OFCCP’s Contractor Portal to certify AAP compliance.

For the 2023 annual certification cycle, existing contractors will be required to complete their certification of establishments or function/business units between March 31, 2023, and June 29, 2023. As the last Corporate Scheduling Announcement List (CSAL) targeted contractors who have not certified, it is especially important for contractors to ensure timely, accurate certification on the portal.

For more information, please see the links below:

OFCCP Bulletin

Contactor Portal


What do employers need to do?
Contractors should review the links provided above and should certify their AAP compliance as soon as they can.

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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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