OFFICE OF THE SECRETARY (SECY)

Report
U.S. Department of
Labor
Office of Federal Contract
Compliance Programs
(OFCCP)
OFCCP Overview
Office of Federal Contract
Compliance Programs (OFCCP)
 Administers
and enforces:
 Provisions
that prohibit discrimination by federal
contractors and subcontractors and require them to take
affirmative action
 Equal opportunity for employment for all individuals,
without regard to race, sex, ethnicity, national origin,
religion, disability or covered veterans status
 The
programs apply to certain contractors and
subcontractors holding federal or federally assisted
contracts.
OFCCP
FIELD ORGANIZATION
Charles E. James, Sr.
Deputy Assist. Secretary
Harold M. Busch
Acting Deputy Director
Ombudsman
Donald Elliott
Regional
Directors
James R. Turner, Jr.
Regional Director
Northeast Region
Joesph J. Dubray, Jr.
Regional Director
Mid-Atlantic Region
Carol A. Gaudin
Regional Director
Southeast Region
Sandra Zeigler
Regional Director
Midwest Region
Fred Azua
Regional Director
Southwest/Rocky Mountain
Region
Woodrow Gilliland
Regional Director
Pacific Region
Boston, MA
Hartford, CT
Philadelphia, PA
Washington, DC
Atlanta, GA
Birmingham, AL
Chicago, IL
Indianapolis, IN
Dallas, TX
San Antonio, TX
Oakland, CA
Los Angeles, CA
Mountainside, NJ
Lawrenceville, NJ
Baltimore, MD
Pittsburgh, PA
Charlotte, NC
Columbia, SC
Detroit, MI
Grand Rapids, MI
Houston, TX
New Orleans, LA
San Jose, CA
San Diego, CA
Buffalo, NY
Albany, NY
Richmond, VA
Jackson, MS
Jacksonville, FL
Milwaukee, WI
Minneapolis, MN
Tulsa, OK
Little Rock, AR
Santa Ana, CA
Honolulu, HI
New York, NY
Guaynabo, PR
Louisville, KY
Memphis, TN
Cleveland, OH
Columbus, OH
Albuquerque, NM
Denver, CO
Phoenix, AZ
Portland, OR
Miami, FL
Nashville, TN
Kansas City, MO
Omaha, NE
Salt Lake City, UT
Orlando, FL
Raleigh, NC
St. Louis, MO
Seattle, WA
Executive Order 11246
 Prohibits
discrimination in hiring or
employment decisions on the basis of race,
color, gender, religion, and national origin.
 Under the Executive Order, certain contractors
and subcontractors are required to develop a
written affirmative action program that sets
forth specific and result-oriented procedures to
which a contractor commits itself to apply
every good faith effort.
Section 503 of the
Rehabilitation Act of 1973, as
amended
 Prohibits
discrimination and requires
affirmative action in all personnel practices
for qualified individuals with disabilities.
 Applies to all firms that have a nonexempt
Government contract or subcontract in
excess of $10,000.
 An affirmative action program is required.
38 USC 4212 - The Vietnam Era
Veterans’ Readjustment Assistance Act of
1974 (VEVRAA)
 Prohibits
discrimination and requires
affirmative action in all personnel practices
for special disabled veterans, Vietnam Era
veterans, and other protected veterans.
 Applies to all firms that have a nonexempt
Government contract or subcontract of
$25,000 or more.
 An affirmative action program is required.
Title I of the Americans with
Disabilities Act of 1990
(ADA)
When this new legislation became effective
on July 26, 1992, most qualified individuals
with disabilities attained protection against
employment discrimination through two
federal non-discrimination statues - the
Rehabilitation Act of 1973 and the
Americans with Disabilities Act.
Title I of the Americans with
Disabilities Act of 1990
(ADA)
 Prohibits
private employer and state and local
governments having 25 or more employees,
employment agencies, and labor and unions
from discriminating against job applicants and
employees on the basis of disability.
 Coverage
extended to 15 or more employees
on 7/26/94
Title I of the Americans with
Disabilities Act of 1990
(ADA)
 Prohibits
employment discrimination against
qualified individuals with disabilities.
 A qualified individual with a disability is
defined as an individual with a disability who
meets the skill, education, experience and
other job related requirements of a position
held or desired, and who, with or without a
reasonable accommodation, can perform the
essential functions of the job.
Immigration Reform and
Control Act of 1986 (IRCA)
 Requires
employers to maintain certain
records pertaining to the citizenship status
of new employees. These records are
examined during the course of compliance
evaluations and complaint investigations.
 Results
are reported to the Immigration and
Naturalization Service.
Compliance Evaluations
Types:
Non-Construction
Construction
FY 2000 Program Results
 Total
Evaluations: 6672
 Non-Construction: 2795
 Construction: 1367
 Compliance Checks: 2510
 Complaint Investigations: 306
 EO
11246: 69
 503: 102
 4212: 135
Compliance Evaluation
Procedures
Pre-Award
Off-site
Focused
Full
Review of Records
Review
Compliance Review
Compliance
Checks
Compliance

Notice of Compliance

Conciliation Agreement

Enforcement (Consent Decree )

Sanctions
Equal Opportunity Survey



General Contractor Data- Part A

Contract

Affirmative Action Programs

Job Listings with State Employment Services
Personnel Activity Data- Part B

Race

Gender

Ethnicity
Compensation Data- Part C

Minority Status

Non-minority Status
Best Practices Awards

Secretary’s Opportunity 2000 Award - Recognition for
successful implementation of a significant EEO multifaceted
program

Exemplary Voluntary Effort (EVE) Award- Recognition of
outstanding Affirmative Action Program that enhanced EEO in
the workplace.

Exemplary Public Interest Contributions (EPIC) Award Recognition of groups that have supported affirmative action
and linked their efforts with contractors to enhance EEO
FY 2000 Program Results
 Monetary
Benefits
 Total
Financial Settlements: $38,448,656.
 Backpay: $15,567,259.
 Individuals: 7639
 Linkages
 Individuals
Hired: 3,193
 Annual Salaries: $75,073,629.

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