Affirmative Action Program (AAP) is a management mechanism designed to ensure equal Employment Opportunity. Requires employers to take these affirmative action to employ women and persons belonging to minority groups and protected by law.
Order Executive 11246 (1965)-Amended by EO 11375 - prohibits contractors and sub-contractors (goods and services) of the Federal Government, discrimination based on race, color, religion, sex or national origin in employment.
The AAP includes programs of action in good faith, affirmative and "proactive", designed to mirror the market. Are steps and recommendations to follow for correcting areas of underutilization of minorities and protected by law.
What employers may be required by law to maintain an Affirmative Action Program?
Employers who have contracts and sub-contracts (contracts with companies that in turn contracts with the Government Federal) for the delivery of supplies or services and have 50 or more employees;
"If the employer has contracts of $ 50,000.0 or more with the federal government,
" If the employer is the depository of federal funds in any amount,
"If the employer is a financial institution that acts as paying agent or issuer of Bonds and Savings Notes
United States of America (U.S. Savings Bonds and Savings Notes) on any number
Typically companies and universities, hospitals, banks, cooperatives, private companies for services or products must comply with this law. The AAP is a requirement of compliance with federal laws may result in termination the contract of the company, penalties and fines for both contractors and sub-contractors.
If you are an employer and do not know if this law applies to you can call the Puerto Rico Office of the EEOC at 1-800-669-4000 for guidance.
Professional Human Resources Consulting relishing this and other services in the area of \u200b\u200bHuman Resources for more information contact 787-645-5840 or at 787-909-0873.
* This paper is a collaboration of Mr. Francisco Santos, President of VASA Consulting Group and Prof. Elsie Y. Galarza Jiménez, President of the Professional Human Resources Consulting.
Order Executive 11246 (1965)-Amended by EO 11375 - prohibits contractors and sub-contractors (goods and services) of the Federal Government, discrimination based on race, color, religion, sex or national origin in employment.
The AAP includes programs of action in good faith, affirmative and "proactive", designed to mirror the market. Are steps and recommendations to follow for correcting areas of underutilization of minorities and protected by law.
What employers may be required by law to maintain an Affirmative Action Program?
Employers who have contracts and sub-contracts (contracts with companies that in turn contracts with the Government Federal) for the delivery of supplies or services and have 50 or more employees;
"If the employer has contracts of $ 50,000.0 or more with the federal government,
" If the employer is the depository of federal funds in any amount,
"If the employer is a financial institution that acts as paying agent or issuer of Bonds and Savings Notes
United States of America (U.S. Savings Bonds and Savings Notes) on any number
Typically companies and universities, hospitals, banks, cooperatives, private companies for services or products must comply with this law. The AAP is a requirement of compliance with federal laws may result in termination the contract of the company, penalties and fines for both contractors and sub-contractors.
If you are an employer and do not know if this law applies to you can call the Puerto Rico Office of the EEOC at 1-800-669-4000 for guidance.
Professional Human Resources Consulting relishing this and other services in the area of \u200b\u200bHuman Resources for more information contact 787-645-5840 or at 787-909-0873.
* This paper is a collaboration of Mr. Francisco Santos, President of VASA Consulting Group and Prof. Elsie Y. Galarza Jiménez, President of the Professional Human Resources Consulting.
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