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Federal contractors and affirmative action — Texas

Covered employers are required to abide by existing laws enforced by the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP).

Affirmative action obligations are imposed upon businesses providing goods or services to the federal government or functioning as subcontractors for those providing goods or services directly to the federal government. These obligations are set forth in:

  • Executive Order 11246, as amended
  • Section 503 of the Rehabilitation Act of 1973, as amended
  • Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), as amended.

These laws not only prohibit discrimination by covered employers, but require them to make good-faith efforts to hire and advance minorities, women, disabled individuals, disabled veterans and certain other defined classes of protected veterans. For certain covered employers, the affirmative action laws also require the development of an written affirmative action plan reflecting statistical analysis of the demographics of its workplace and goal setting, where representation of protected categories fall below what would be expected. The OFCCP considers the failure to comply with affirmative action laws and regulations to be...

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