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compliance status may well vary from day to day.

The

following are the major anomalies:

1.

Females:

No specific standards for insuring

equal opportunity (EEO) for women in the con

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ards vary from area to area, and in some cases,

variations exist even within the same area.

Thus, a covered contractor may have different

standards for compliance within the same geo

graphic area; and

4.

In some jurisdictions State

State and Local:

and local EEO requirements conflict with Fed

eral standards.

Some of the difficulties indicated above will be

resolved through the promulgation of revisions to the.

construction program.

Major revisions included in this

proposal are the establishment of standards for women,

the establishment of a regulatory framework for the

construction program, the replacement of all existing bid conditions with a single standard specification,

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town Plans, Imposed Plans, and Special Bid Conditions ;

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tected groups and also focus on the long-term activities

of construction contractors and how the effects of past

discrimination can be remedied.

CHAPTER 7

AFFIRMATIVE ACTION REQUIREMENTS
OF SECTION 503 AND SECTION 402

I.

Introduction and Background

Responsibility for implementing the requirements

of Section 503 of the Rehabilitation Act of 1973, as

amended, and Section 402 of the Vietnam Era Veterans'

Readjustment Assistance Act of 1974, rests with OFCCP,

and is administered through the Veterans and Handi

capped Worker Operations Division.

Unlike programs administered under the Executive

Order, Sections 503 and 402 are primarily enforced by

the Department of Labor, with constituent compliance

agencies having only auxiliary responsibilities at the

present time.

The Department of Labor has issued regulations

pertaining to the Vietnam Era (41 CFR 60-250) and Handi

capped Workers' Programs (41 CFR 60-741) which are

similar to, but distinct from those issued pursuant to

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they protect an employer from having to hire an

unqualified person.

Under the regulations, an employer

must consider applicants or employees on the basis of

their background, plus job-related physical and mental

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because the company has a good record of hiring the

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covered by Sections 503 and 402 must review their per

sonnel policies and procedures to insure that they do

not discriminate or have the effect of discriminating

against the handicapped and Vietnam era veterans.

In

addition, contractors should make positive outreach

efforts to recruit the handicapped and Vietnam era

veterans.

Briefly, the regulations provide that con

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