1:7 Executive Order 11246 (1965) (Affirmative Action)

Executive Order 11246 (as amended by Executive Orders 11375 and 12086) prohibits discrimination in employment based on race, color, religion, sex, national origin, disability or veteran's status. It also requires all employers whose government contracts exceed $10,000 to implement affirmative action plans. The obligations of the Order also apply to subcontractors and vendors with whom the employer does business.

The Affirmative Action plan must include

• analysis of utilization of women and minorities in the major job categories
• explanation of any underutilization of women and minorities
• goals and timetables for increasing women and minorities
• steps to be taken to meet the goals and timetables
• description of internal auditing to ensure plan success
• commitment to follow the guidelines on sex discrimination of the Office of Federal Contract Compliance Programs (OFFCP) and the Department of Labor
• commitment to use employment tests that conform with the Uniform Guidelines on Employee Selection

The Office of Federal Contract Compliance Programs (OFFCP) and the Department of Labor are responsible for enforcement of the Executive Order. The OFFCP and the Department of Labor cannot be denied access to any books, records and accounts that are relevant to determine compliance.

The above information is a summary only and is in no way intended to be legal advice. Furthermore, this should be read in concert with University policies and procedures. Requests for further information should be directed to your Human Resources Region Manager.