The Executive Order 11246 (E.O 11246) prohibits federal contractors and subcontractors and federally-assisted
construction contractors and subcontractors that generally have contracts that
exceed $10,000 from discriminating in employment decisions on the basis of
race, color, religion, sex, or national origin. It also requires covered contractors to take
affirmative action to ensure that equal opportunity is provided in all aspects
of their employment.
The E.O. 11246 is administered by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor.
- Facts on Executive
Order 11246 - Explains the purpose of Executive Order 11246, which regulates equal
employment and affirmative action requirements for federal contractors and subcontractors.
- elaws Federal Contractor Compliance Programs Advisor - Helps federal contractors and subcontractors answer basic
questions about coverage and compliance issues related to the equal employment
opportunity laws administered by the Office of Federal Contract Compliance
Federal contractors are required to maintain any personnel or employment records made or kept by the contractor for a period of two years from the date of the making of the personnel record or the personnel action, whichever occurs later. Examples of records that must be maintained include: job descriptions; job postings and advertisements; records of job offers; applications and resumes; interview notes; tests and test results; written employment policies and procedures; and personnel files. Contractors with fewer than 150 employees or who do not have a government contract of at least $150,000 only need to keep records for one year.
- Executive Order
11246 - Prohibits federal contractors and subcontractors and
federally assisted construction contractors and subcontractors that generally
have contracts that exceed $10,000, or that will (or can reasonably be expected to) aggregate to more than $10,000 in any 12-month period, from discriminating in employment decisions
on the basis of race, color, religion, sex, or national origin; and it requires
them to take affirmative action to ensure that equal opportunity is provided in
all aspects of their employment.
- 41 CFR Chapter 60 - Regulations issued by the Office of Federal Contract Compliance Programs implementing Executive Order 11246.
- Equal Employment Opportunity Commission (EEOC) - The EEOC, an independent federal agency, promotes equal employment opportunities for employees of most private employers, state and local governments, educational institutions, employment agencies, and labor organizations.
- Employment Law Guide - Equal Opportunity for Individuals with Disabilities
- Describes the Act that requires employers with federal contracts or
subcontracts that exceed $10,000 to take affirmative steps to hire, retain, and promote qualified
individuals with disabilities. See also Compliance Assistance By Law - The Rehabilitation Act, Section 503.
- elaws Veterans' Preference Advisor - Helps veterans examine preferences they may be entitled to with
regard to federal employment.
VII of the Civil Rights Act - Prohibits employment discrimination based on
race, color, religion, sex, and national origin. (Enforced by
- Employment Law Guide - Employment Discrimination and Equal Opportunity for Certain Veterans Who Served on Active Duty and Special Disabled Veterans
- Describes the Act that requires covered government
contractors and subcontractors to take affirmative action to employ and advance
in employment specified categories of veterans protected by the Act and
prohibits discrimination against such veterans. See also Compliance Assistance By Law - The Vietnam Era Veterans'
Readjustment Assistance Act.
- The Americans with Disabilities Act (ADA) - Primarily enforced by the EEOC, this Act prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities.
- Employment Standards Administration (ESA)
Office of Federal Contract Compliance Programs (OFCCP)
200 Constitution Avenue, NW
Washington, DC 20210
Tel: 1-866-4-USA-DOL (1-866-487-2365), or 1-800-397-6251
- For questions on other DOL laws,
please call DOL's Toll-Free Help Line at 1-866-4-USA-DOL. Live assistance is available in English and Spanish, Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time. Additional service is available in more than 140 languages through a translation service.
*Pursuant to the U.S. Department of Labor's Confidentiality Protocol
for Compliance Assistance Inquiries, information provided by a telephone caller
will be kept confidential within the bounds of the law. Compliance assistance
inquiries will not trigger an inspection, audit, investigation, etc.