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OFCCP Has Opened the Portal for Certification of Affirmative Action Plan Compliance with Updated FAQs

15 Apr

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Update Applicable to:Deadline
All covered federal contractors  July 1, 2024


What happened?

On March 25, 2024, the U.S. Department of Labor announced that starting on April 1st, the Office of Federal Contract Compliance Programs (OFCCP) will allow covered contractors to submit their affirmative action program (AAP) certifications electronically through the Contractor Portal.


What are the details? 

Existing federal contractors and subcontractors must use the OFCCP’s Contractor Portal to complete their certification for the third annual cycle by July 1, 2024. 

Those under the agency’s authority, who meet specific contract dollar and employee thresholds, are obligated to establish, and uphold affirmative action programs and annually certify their adherence.

  • These affirmative action stipulations guarantee equal employment opportunities for federal contractors’ applicants and employees, irrespective of their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

The FCCP has made some updates to its FAQs and launched a new webinar focused on certification.

Non-compliance may result in fines, loss of contract(s), and a negative reputation. 


Business Considerations 

  • It is crucial to adhere to this deadline to avoid potential penalties or loss of contract.
  • Familiarity with this portal is essential for a smooth certification process because it is the required platform for certification.
  • It is recommended that affirmative action programs are regularly reviewed and updated to ensure ongoing compliance.
  • Regularly reviewing OCCP contractor portal resources can help businesses stay informed about any changes or clarifications in the compliance process.
  • Since this is an annual certification requirement, consider having a process in place to review and certify compliance every year.
  • Businesses should have policies and practices in place that promote diversity and prevent discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.


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Source References

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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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