We can help you navigate the labyrinth of paperwork and shifting regulations.

Under the Executive Order issued on January 21, 2025, the Office of Federal Contract Compliance Programs (OFCCP) is directed to cease holding federal contractors and subcontractors responsible for affirmative action plans. Affirmative Action requirements for women and minorities were rescinded by the Executive Order. Federal contractors, subcontractors, and grantees will need to disband their AAP plans for women and minorities by April 21, 2025. However, Affirmative Action requirements for individuals with disabilities under Section 503 of the Rehabilitation Act, 29 U.S.C. 793, and for veterans under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), 38 U.S.C. 4212, both previously enforced by the OFCCP, are statutory and remain in effect. It is unclear if the OFCCP will enforce future compliance for AAP plans for Veterans/Disabled.

Affirmative Action Plans (AAP) must be created each year and require extensive statistical data with accompanying narratives. They can be time consuming to complete due to federal regulations that seem to be constantly changing.

We have been preparing AAPs for over 20 years.

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It is required under federal law to have a written affirmative action plan in place if:

You are a federal contractor or subcontractor with 50 or more employees and have a federal contract worth $15,000 or more. You must complete an Affirmative Action Plan (AAP) for veterans, as mandated by the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA).
You are a federal contractor or subcontractor with 50 or more employees and a federal contract value of $50,000 or more. You must also fill out an AAP plan for disabled employees as mandated by Section 503 of the Rehabilitation Act of 1973.