There is an importance for any company, which works for the government, to understand the reasons to have an affirmative action plan. They should also know their responsibility and what they need to do within the company and supply to Federal regulators to be in compliance. If they fail to do any of the guidelines of affirmative action they will face disciplinary action from the government, lose their contracts, and any future contracts. It also is important to be fair to the employees and applicants wanting to be part of the company.
Title VII the, Age Discrimination in Employment Act, and Americans with Disabilities Act t do not require any form of affirmative action plan. The United States contractors and companies that hold government contracts with federal, state, and local governments are need to comply with Executive order 11246. The contract needs to exceed $50,000 and the company’s number of employees must exceed 50 employees for them to have an affirmative action plan. Executive order 11246 states that “The contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to, the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship,” (Dawn D. Bennett-Alexander, Laura P. Hartman, 2007, p. 180). Included in their contract the government requires an agreement of the employer to avoid discrimination, also to put to action an affirmative action plan when it is needed. The reason for the agreement is the government does not want to... [continues]
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