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compliance status may well vary from day to day.
following are the major anomalies:
No specific standards for insuring
equal opportunity (EEO) for women in the con
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
In some jurisdictions State
State and Local:
and local EEO requirements conflict with Fed
Some of the difficulties indicated above will be
resolved through the promulgation of revisions to the.
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,
town Plans, Imposed Plans, and Special Bid Conditions ;
tected groups and also focus on the long-term activities
of construction contractors and how the effects of past
discrimination can be remedied.
AFFIRMATIVE ACTION REQUIREMENTS
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
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
they protect an employer from having to hire an
Under the regulations, an employer
must consider applicants or employees on the basis of
their background, plus job-related physical and mental
because the company has a good record of hiring the
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.
addition, contractors should make positive outreach
efforts to recruit the handicapped and Vietnam era
Briefly, the regulations provide that con