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| November 5, 2008 DOL Home > Compliance Assistance > By Topic > Termination Issues > Discrimination > Employees of Federal Contractors and Subcontractors |  |
Equal employment opportunity (EEO) laws prohibit specific types of employment discrimination. These laws prohibit discrimination in employment practices such as firing on the basis of race, color, religion, sex, national origin, and status as an individual with a disability or protected veteran. Within the Department of Labor, the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) oversees EEO and nondiscrimination laws and regulations that apply to employers holding federal contracts and subcontracts.
COMPLIANCE ASSISTANCE MATERIALS
Federal contractors are required to preserve any personnel or employment records made or kept by the contractor for 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 but are not limited to: 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. All federal contractors with 50 or more employees that have either (1) a contract, subcontract, or purchase order of $50,000 or more; or (2) serves as an issuing depository of government funds in any amount; or (3) are a financial institution that serves as issuing and paying agent of U.S. Savings Bonds and Savings Notes, are required to file an Employer Information Report (EEO-1 Report). The Standard Form 100, EEO-1 Report, requires that employers report on the number of employees by race, ethnicity, and gender for each of nine job categories. The EEO-1 Report must be filed annually, not later than September 30. EEO-1 Reports may be filed electronically through a secure Web-based Internet site or may be filed in paper format. More information on the EEO-1 Report can be obtained from the Equal Employment Opportunity Commission (EEOC) secure Web site [www.eeoc.gov/eeo1survey]; or by e-mailing EEOC at e1.techassistance@eeoc.gov; or by calling 1-866-286-6440 (toll free). See also 41 CFR Part 60-1.7.
APPLICABLE LAWS AND REGULATIONS
*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. |
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Discrimination
