T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

T-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE 

ATAGLANCE ATAGLANCE ATAGLANCE ATAGLANCE ATAGLANCE ATAGLANCE ATAGLANC

 AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLAN

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

 AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLAN

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

 AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLAN

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

 AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLAN

AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANC

 AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLANCE AT-A-GLAN

AT-A-GLANCE
What is the Office of Federal Contract 

Compliance Programs (OFCCP)? 

Established in 1965, the Office of Federal Contract Compliance Programs (OFCCP) is 

a civil rights agency within the United States Department of Labor. 

OFCCP maintains a headquarters in Washington, DC, and several regional offices across 

the country. The headquarters office sets and coordinates the agency’s enforcement 

priorities, compliance evaluation scheduling process, compliance assistance activities, 

staff and contractor education, contractor outreach and engagement, worker and 

community outreach, and performance data collection and reporting. The agency’s 

regional offices oversee, conduct, and coordinate compliance evaluations and 

complaint investigations, and local and regional stakeholder engagement. 

Compliance evaluations and complaint investigations are used by OFCCP to determine 

whether companies doing business with the Federal Government, that is, federal 

contractors and subcontractors (generally referred to as federal contractors), are living up 

to their obligation to not discriminate when making employment decisions such as hiring, 

firing, promoting, transferring, laying off, and paying or compensating employees. Federal 

contractors are also obligated to provide equal employment opportunity to all jobseekers 

and employees, and compliance evaluations determine whether contractors are meeting 

this requirement. 

OFCCP enforces laws specifically prohibiting federal contractors from discriminating 

in employment based on race, color, religion, sex, sexual orientation, gender 

identity, national origin, disability, or status as a protected veteran. The laws OFCCP 

enforces also require these employers to provide equal employment opportunity to 

all employees and job applicants. 

In addition to these nondiscrimination and equal opportunity obligations, federal 

contractors are prohibited from discharging or otherwise discriminating by 

taking adverse actions against their employees and job applicants for discussing, 

disclosing, or inquiring about their pay or that of their co-workers. OFCCP refers to 

this prohibition as the “pay transparency” provision. The types of adverse actions 

that federal contractors are prohibited from taking include, for example, firing, 

demoting, suspending, or refusing to hire an employee or job applicant. There 

are two defenses to allegations of discrimination under OFCCP’s pay transparency 

protection: a general defense that can be based on the enforcement of a “workplace 

rule” that does not prohibit the discussion of compensation information; and an 

essential job functions defense.

2
OFCCP requires federal contractors to comply with these legal obligations. To 

help obtain compliance, OFCCP provides various kinds of compliance assistance to 

federal contractors. This assistance includes explaining the technical requirements 

associated with being compliant with OFCCP’s requirements. It may also include 

assistance with how to implement these technical requirements. 

What does OFCCP do to carry out its mission?

OFCCP carries out its civil rights mission of protecting workers, promoting diversity, 

and enforcing the law in three important ways.

 • Offering compliance assistance to federal contractors 

 • Conducting compliance evaluations

 • Conducting complaint investigations 

The compliance assistance OFCCP provides helps employers understand and comply 

with their legal obligations to provide employees and jobseekers with equal employment 

opportunity and not discriminate in their employment practices. OFCCP never schedules 

contractors for compliance evaluations because they sought compliance assistance. 

Federal contractors have several ways that they can obtain help and compliance 

support from OFCCP. 

 • Using the 1-800 Help Desk to ask questions of OFCCP staff 

 • Attending webinars specifically created for federal contractors

 • Using the online video training library

 • Downloading factsheets and brochures

 • Using OFCCP-prepared samples and templates

 • Reviewing technical assistance guides 

 • Referring to the list of “Frequently Asked Questions” or FAQs

 • Attending national and regional compliance assistance events

In addition to offering compliance assistance, as mentioned earlier, OFCCP monitors 

the employment practices of companies that are federal contractors by conducting 

compliance evaluations. During these evaluations, OFCCP compliance officers 

examine companies’ employment practices and the affirmative actions that they 

have taken to provide equal opportunity. 

OFCCP is a 

civil rights 

agency 

within the 

United States 

Department 

of Labor.

3
OFCCP selects employers for evaluation using a neutral selection process that relies 

on multiple information sources and analytical procedures. Individual contractors 

are never “targeted,” though OFCCP may focus its resources on particular industries 

or sectors, geographic regions, or types of employment practices. Compliance 

evaluations are typically scheduled and conducted at a single establishment (i.e., 

location or facility). However, OFCCP may also conduct evaluations of corporate 

headquarters, corporations, and even a business function or business unit. An 

evaluation of a business function or unit is based upon there being a previous 

agreement with the contractor, that is, a functional affirmative action program, or 

FAAP, agreement. 

The agency also investigates complaints filed by jobseekers and employees of 

federal contractors. An individual can file a complaint, or an organization or group 

can file a complaint on behalf of someone who may be the victim of employment 

discrimination by a federal contractor. Complaints alleging discrimination based on 

race, color, religion, sex, sexual orientation, gender identity, or national origin must 

be filed within 180 days from the date of the alleged violation, unless the time for 

filing is extended for good cause shown. Similarly, discrimination complaints based 

on compensation inquiries, discussions, or disclosures, must also be filed within 

180 days from the date of the alleged violation, unless a good cause extension is 

granted. Complaints alleging a violation based on disability or status as a protected 

veteran must be filed within 300 days from the date of the alleged violation, unless 

the time for filing is extended for good cause shown.

Everyday examples 

Here are some everyday examples of ways OFCCP helps contractors live up to their 

legal obligations, protects workers, and fulfills its civil rights mission.

 • Creating relationships by connecting federal contractors with local outreach, 

recruitment, and job training resources. These resources should help covered 

federal contractors identify pools of diverse and qualified talent to fill available 

job openings. 

 • Reviewing the employment policies, practices, and procedures of federal 

contractors to determine whether they comply with the nondiscrimination and 

equal employment opportunity laws OFCCP enforces. 

 • Negotiating settlements with federal contractors when OFCCP finds violations 

of the laws it enforces. Settlement may include providing a remedy to the 

victims, when appropriate, and correcting the employment practices that 

created the violation. 

OFCCP selects 

employers for 

evaluation 

using a neutral 

selection 

process 

that relies 

on multiple 

information 

sources and 

analytical 

procedures. 

4
 • Monitoring whether federal contractors fulfill the 

terms of the settlement agreements that they 

entered into to resolve violations of the laws OFCCP 

enforces. 

 • Investigating complaints filed by individuals 

alleging employment discrimination on the basis of 

race, color, sex, sexual orientation, gender identity, 

religion, national origin, disability, or status as 

a protected veteran. Employees and applicants 

for employment may also file complaints of 

discrimination if a contractor took adverse action 

against them for discussing, inquiring or disclosing 

compensation of an employee or applicant. 

 • Recommending, as appropriate, that the Solicitor of 

Labor initiate an administrative enforcement action 

against a federal contractor when access to requested 

data is denied or when a negotiated settlement that 

resolves a violation cannot be reached. 

Which laws does OFCCP 

enforce as a federal civil rights 

agency?

OFCCP protects the employment rights of job 

applicants and employees of companies that are 

federal contractors. Federal contractors are covered 

by the three laws that OFCCP enforces if they hold a 

qualifying federal contract or subcontract that meets 

certain threshold requirements. 

 • Executive Order (EO) 11246 prohibits discrimination 

and requires affirmative action for all applicants 

and employees to ensure equal employment 

opportunity without regard to race, color, sex, sexual 

orientation, gender identity, religion, and national 

origin. In addition, contractors are prohibited from 

discharging or otherwise discriminating against 

applicants or employees who inquire about, discuss 

or disclose their compensation or that of others, 

subject to certain limitations. EO 11246 applies when 

a company has federal contracts or subcontracts 

exceeding $10,000.

5
 • Section 503 of the Rehabilitation Act of 1973 

(Section 503) prohibits discrimination and 

requires affirmative action in all employment 

practices for qualified individuals with 

disabilities. A disability is defined as a physical 

or mental impairment that substantially limits 

one or more major life activities of such 

individual, a record of such an impairment, or 

being regarded as having such an impairment. 

Section 503 applies when a company has 

a federal supply and service or direct (i.e., 

not federally-assisted) construction contract 

or subcontract exceeding $15,000. It does 

not apply to federally-assisted construction 

contracts.

 • The Vietnam Era Veterans’ Readjustment 

Assistance Act of 1974 (VEVRAA) prohibits 

discrimination and requires affirmative action in 

all employment practices for protected veterans. 

Protected veterans are disabled veterans, 

recently separated veterans, active duty wartime 

or campaign badge veterans, and Armed Forces 

service medal veterans. VEVRAA applies to a 

company with a federal supply and service or 

direct construction contract or subcontract of 

$150,000 or more. It does not apply to federallyassisted construction contracts.

Employers that are federal contractors are 

covered by the basic nondiscrimination and equal 

employment opportunity requirements of these 

three laws regardless of how many employees they 

have. However, those federal contractors that meet 

certain dollar thresholds (i.e., a contract of $50,000 

or more for EO 11246 and Section 503; a contract of 

$150,000 or more for VEVRAA) and have at least 50 

employees must have a written affirmative action 

program (AAP). Federal contractors must prepare a 

separate written AAP for each law for which they 

have met the dollar and employee thresholds. 

6
What are some of the other specific compliance 

responsibilities of federal contractors?

Covered federal contractors have several responsibilities. The specific obligations vary 

somewhat under the three laws; however, contractors should be aware of all of the 

requirements. Below is a list of several important compliance requirements. 

 • Creating a written AAP and updating it annually. 

 • Recordkeeping, including annually collecting, maintaining, and analyzing 

personnel activity data on the basis of race, sex, disability status, and 

veteran status. Personnel activity data includes, but is not limited to, hiring, 

assignments, rates of pay or other compensation, promotions, training, 

transfers, layoffs or terminations, recalls from layoffs, and demotions. 

 • Incorporating the required Equal Opportunity (EO) clause(s).

 • Posting the Equal Employment Opportunity (EEO) poster and other required 

notices and supplements at their establishment and online if an online 

application system exists.

 • Inserting the EEO tag line into job advertisements. When posting open positions, 

contractors must include an EEO tagline that states it is an Equal Opportunity 

Employer (or “EOE”) and that minorities, women, veterans, individuals with 

disabilities, and others are encouraged to apply. Contractors can abbreviate 

references to the protected groups in several ways. For example, for a contractor 

complying with all three laws enforced by OFCCP, one acceptable tagline might 

be “EOE including disability/vet.” Another is “EOE race/color/religion/sex/sexual 

orientation/gender identity/national origin/disability/vet.” The intent is to provide 

as much notice as possible about the protected groups while allowing contractors 

some flexibility for constructing their taglines. 

 • Taking specific, documented actions to attain the aspirational 7 percent 

utilization goal by job group or workforce, depending on the contractor’s size, 

for qualified individuals with disabilities. 

 • Inviting applicants and employees to voluntarily self-identify as qualified 

individuals with disabilities or protected veterans.

 • Conducting periodic reviews of all physical and mental job qualifications to 

ensure that qualified individuals with disabilities are not eliminated from 

consideration on the basis of disability, maintaining documentation on the 

results of the reviews as well as any corrective actions taken, and removing job 

qualifications that are not job related and consistent with business necessity.

Covered 

federal 

contractors 

have several 

responsibilities. 

The specific 

obligations 

vary somewhat 

under the three 

laws; however, 

contractors 

should be 

aware of 

all of the 

requirements. 

7
 • Providing reasonable accommodation to qualified individuals with disabilities 

and disabled veterans, upon request, unless the accommodation would cause an 

undue hardship. 

 • Listing all employment openings with the appropriate state or local employment 

service delivery system (ESDS). Examples of an ESDS are state and local 

employment and career agencies, state job banks, and local One-Stop Career 

Centers. Generally, contractors must send their job listings to the ESDS where the 

job openings occur. However, this VEVRAA requirement gives contractors other 

listing options when jobs are 100 percent telework or remote. 

 • Establishing an annual hiring benchmark or adopting the national benchmark

for hiring protected veterans, and comparing the number of protected 

veterans who apply for jobs and the number of protected veterans hired. 

The benchmark is used as a measure of progress; no penalty is assessed for 

not reaching the benchmark. 

 • Providing OFCCP access to records during a compliance evaluation or a complaint 

investigation. 

What is an affirmative action program or AAP?

Depending on the number of employees at each location, facility, or establishment 

and the dollar amount of the contract, some federal contractors are required to 

develop a written AAP. If a contractor is required to have an AAP, it must develop it 

within 120 days from the start of the contract and must update it annually. Having 

and implementing the required AAP is the foundation upon which employers base 

their compliance. 

An AAP is a management plan for ensuring that covered federal contractors are 

providing applicants and employees with equal employment opportunity. An AAP 

documents the organizational structure, demographic composition of the workforce, 

and policies, practices and procedures that the company will use to make sure that 

qualified applicants and employees are receiving an equal opportunity to apply and 

compete for jobs, promotions, training and other employment opportunities. 

Contractors with 50 or more employees that meet the respective thresholds set for 

the dollar amount of the contract are required to develop written AAPs. The dollar 

thresholds are $50,000 or more under EO 11246 and Section 503, and $150,000 or 

more under VEVRAA. Multi-establishment companies must have an individual AAP 

for each location, facility, or establishment that has 50 or more employees. 

An AAP is a 

management 

plan for 

ensuring that 

covered federal 

contractors 

are providing 

applicants and 

employees 

with equal 

employment 

opportunity. 

8
OFCCP provides free compliance assistance to employers 

that request help understanding their AAP requirements 

and developing an AAP. Once the AAP is developed, 

the contractor must keep and use the AAP and make 

it available to OFCCP during a compliance review. For 

contractors that are covered by Section 503 and VEVRAA, 

their AAPs must also be available to applicants and 

employees to review, upon request.

How can a federal contractor 

determine whether it must 

prepare and maintain an AAP? 

OFCCP laws include thresholds for determining 

which contractors must have AAPs. Each law and the 

applicable AAP threshold are explained below. 

 • Executive Order (EO) 11246: Supply and service 

contractors that have 50 or more employees and a 

contract of $50,000 or more are required to develop 

and maintain a written EO 11246 affirmative action 

program. Construction contractors are not required 

to have an AAP but rather have their own specific 

affirmative action requirements. 

 • Section 503 of the Rehabilitation Act of 1973 

(Section 503): Covered contractors that have 50 or 

more employees and a contract of $50,000 or more are 

required to develop and maintain a written Section 503 

affirmative action program. This requirement applies to 

both supply and service and direct (i.e., not federallyassisted) construction contractors.

 • The Vietnam Era Veterans’ Readjustment 

Assistance Act (VEVRAA): Covered contractors 

that have 50 or more employees and a contract 

of $150,000 or more are required to develop and 

maintain a written VEVRAA affirmative action 

program. This requirement applies to both supply 

and service and direct (i.e., not federally-assisted) 

construction contractors.

9
Can employees and jobseekers file 

a complaint with OFCCP against a 

contractor? 

OFCCP investigates complaints filed by individuals alleging employment 

discrimination on the basis of race, color, sex, sexual orientation, 

gender identity, religion, national origin, disability, or status as a 

protected veteran. Employees and applicants for employment may also 

file complaints of discrimination if a contractor took adverse action 

against them for discussing, inquiring or disclosing compensation of an 

employee or applicant.

An individual, organization, or group can even file a complaint on 

behalf of others who may be the victims of employment discrimination 

by an employer doing business with the Federal Government. The 

victim, or the person or entity filing the complaint on behalf of the 

victim, does not need to know whether the employer is a federal 

contractor. OFCCP will make the determination when it reviews 

the complaint. 

As mentioned before, a jobseeker or employee must file a complaint 

alleging discrimination based on race, color, religion, sex, sexual 

orientation, gender identity, or national origin, or based on 

compensation inquiries, discussions, or disclosures, within 180 days 

from the date of the alleged discrimination, unless the time for filing 

is extended for good cause shown. If the complaint alleges a violation 

based on disability or status as a protected veteran, it must be filed 

within 300 days from the date of the alleged violation unless the time 

for filing is extended for good cause shown. Some examples of what 

might be good cause include the existence of some extraordinary 

circumstance that prohibited filing before the deadline, such as a 

significant health issue, military deployment, incarceration, or possibly 

being unaware of the discrimination. 

Complaint forms are on OFCCP’s website and are available at all OFCCP 

offices. The online complaint form is available at www.dol.gov/ofccp. 

An individual or organization filing a complaint should submit the 

completed form online, in person, or by mailing it to the nearest OFCCP 

regional office. The regional office listing is available online on the 

OFCCP website. 

10
Where are OFCCP’s regulations located? 

The regulatory requirements that OFCCP enforces are in the Code of Federal 

Regulations (CFR), specifically in 41 CFR Chapter 60. 

 • EO 11246 regulations are in 41 CFR parts 60-1 through 60-50. Construction 

contractors will want to pay particular attention to 41 CFR part 60-4, which 

explains their specific affirmative action requirements; construction contractors 

are not required to have an AAP under the EO. 

 • VEVRAA regulations on protected veterans’ equal employment opportunity and 

nondiscrimination are in 41 CFR part 60-300.

 • Section 503 regulations on disability equal employment opportunity and 

nondiscrimination are in 41 CFR part 60-741. 

How can a contractor obtain help or compliance 

assistance? 

OFCCP never schedules contractors for compliance evaluations because they 

sought compliance assistance. Therefore, there is no reason to avoid contacting 

OFCCP for help. To obtain help, contact the OFCCP regional office nearest you for 

answers to any questions you have related to employment discrimination and equal 

employment opportunity. The regional office listing is available online. 

You may also visit OFCCP’s website at www.dol.gov/ofccp or call OFCCP’s toll-free 

Help Desk at 1-800-397-6251 for information or assistance. 

Please note that this brochure provides general information and it is not intended to substitute 

for the actual laws and regulations governing OFCCP and its compliance program. Please contact 

OFCCP’s headquarters or an OFCCP regional office to obtain advice and assistance that is specific 

to your facts and situation. 

OFCCP never 

schedules 

contractors 

for compliance 

evaluations 

because 

they sought 

compliance 

assistance.

11
Office of Federal Contract Compliance Programs

UNITED STATES DEPARTMENT OF LABOR

OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS

200 Constitution Avenue, NW | Room C-3325 | Washington, D.C. 20210

phone 1-800-397-6251 | TTY 1-877-889-5627 | fax 202-693-1304

08/19