EEO Module 2 Case: Compliance for Federal Contractors/Subcontractors

EEO Module 2 Case: Compliance for Federal Contractors/Subcontractors

Introduction

The following paper is based on the analysis of the case, which is based on contractors and sub-contractors with the federal government. The theme of the case is that being an HR manager for a plastic firm, the company's customer wants the company to become a sub-contractor to provide office furniture for one of the federal government office. However, the management is uncertain regarding taking the decision whether or not to become part of the project, although the deal is very lucrative. Therefore, the core essence of the paper is to develop an affirmative action plan and goal achievement requirements that imposed to correct underutilization to relate with the organization's strategic human resource.

Discussion

Contractors and Sub-contractors

Direct federal contractors who provide goods or services directly to federal agency are considered as contractors. For instance, in the given scenario, the customer of the plastic company is the direct contractor of federal agency because the customer bring contract to the plastic manufacturing firm. Similarly, the federal sub-contractor is those who provide goods and services to the other companies who are direct contractors of federal government. Hence, plastic manufacturing firm is the sub-contractor of federal agency.

As the main goal of the assignment is to compliance the requirements that are important components of an affirmative action plan and also the relation of the affirmative action goals with organization's strategic human resource plan (Felsberg, 2005).

Affirmative Action Plan

Before starting, one must learn that affirmative is only mandatory for those contractors and sub-contractors who has at least 50 employees and the contract or sub-contract amount at least 50, 000 dollars for a 12 month duration, therefore, in these conditions the organization need to maintain a written affirmative plan.

Laws for contractors and sub-contractors

Federal contractors and sub-contractors comes under various laws of the federal government, for instance they are subject to Executive order 11246. Similarly, Vocational Rehabilitation Act of 1973 and VEVRA Act of 1974 (Vietnam Era Veterans Readjustment Assistance Act) are the laws that the contractors and sub-contractors need to follow. Considering the plastic business, all these laws are designed to constitute to develop federal affirmative action plan whose main motive is to employ protected groups like individuals with disabilities, females, minorities and covered veterans. These laws are basically designed by the Federal department of Labor office of Federal Contract Compliance Program (OFCCP). As per the contractor or sub-contractor, both of them need to cover the Executive order 11246, whenever the contract amount goes more than 10, 000 dollars, whereas, if the contract amount goes more than 150, 000 dollars than the Vocational Rehabilitation Act of 1973 and VEVRA act of 1974 applied (The National's Compliance Expert, 2010).

Affirmative Action Plan

Pursuant to Executive Order 11246, preparing and implementing a compliant affirmative action plan requires a series of distinct projects:

It is important for the plastic manufacturing organization to establish placement goals for minorities and women in all underutilized job groups ...