OFCCP Announces Plan to Open Contractor Portal for Compliance Tracking

The Office of Federal Contract Compliance Programs (OFCCP) defines Affirmative Action as “the obligation on the part of the contractor to take action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.”

Affirmative Action Programs (AAPs) help ensure nondiscrimination in every stage of employment. 

OFCCP Contractor Portal Announcement

On March 25, 2024, the U.S.Department of Labor (DOL) announced that beginning April 1, 2024, federal contractors will be required to use the OFCCP’s Contractor Portal to certify the status of their Affirmative Action Programs (AAPs). Using the portal will simplify AAP compliance for contractors and ensure AAPs are submitted on time. This year’s deadline is July 1, 2024. 

OFCCP Requirements for Contractors and Subcontractors

The OFCCP requires contractors and subcontractors who fall under the DOL’s jurisdictional thresholds to develop and maintain written AAPs. The thresholds include contractors covered by Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). 

• Executive Order 11246: Organizations under this jurisdiction with 50 or more employees and a single contract of $50,000 or more, must develop and maintain an AAP. 
• Section 503: Organizations under this jurisdiction with 50 or more employees and a single contract of $50,000 or more must develop and maintain an AAP. 
• VEVRAA: Organizations under VEVRAA’s jurisdiction with 50 or more employees and a single contract of $150,000 or more must develop and maintain an AAP. 

The DOL lists specific AAP requirements for each type of mandatory AAP. Check out the DOL’s infographic for more information on jurisdiction thresholds.

To stay on top of other upcoming compliance requirements, check out our Q2 HR checklist. 

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