![]() ![]() Ford in 1975 to reflect OFCCP’s expanded jurisdiction. ![]() Following the passage of the Rehabilitation Act of 1973 and VEVRAA and the commensurate expansion of OFCCP’s authority, the Office of Federal Contract Compliance was renamed the Office of Federal Contract Compliance Programs under President Gerald R. This law, and its implementing regulations, prohibits federal contractors and subcontractors from discriminating against qualified protected veterans in employment, and requires employers to take affirmative action to employ and advance in employment qualified protected veterans. Congress further expanded OFCC’s authority by enacting the Vietnam Era Veterans’ Readjustment Act (VEVRAA) of 1974. Section 503 of the Rehabilitation Act and its regulations prohibit contractors and subcontractors from discriminating against qualified individuals with disabilities, and also require employers to take affirmative action to employ and advance in employment qualified individuals with disabilities. OFCC’s authority was expanded with Congress’s enactment of the Rehabilitation Act of 1973 on September 26, 1973. not just legal equity but human ability, not just equality as a right and a theory, but equality as a fact and equality as a result.” The impact of Executive Order 11246 was monumental, as it gave federal contracting agencies authority to institute procedures against federal contractors who violated their equal employment opportunity obligations and issue sanctions, including debarment and the cancellation of current contracts.Īt a commencement address at Howard University, President Johnson eloquently stated the nondiscrimination and affirmative action elements of Executive Order 11246, noting that the Executive Order’s purpose is to “seek not just freedom but opportunity. the establishment of an internal audit and reporting system.specific action-oriented programs to address problem areas and.the establishment of goals and timelines to increase employment opportunities for underutilized groups.The federal regulations issued pursuant to this authority required: It also empowered the Secretary of Labor to promulgate rules and regulations, and issue orders deemed necessary to effectuate the Executive Order. On September 24, 1965, President Johnson greatly expanded the federal government’s oversight and enforcement of equal employment opportunity in the American workforce by issuing Executive Order 11246, prohibiting federal contractors from discriminating and requiring them to take affirmative action. ![]() Constitution to pass subsequent legislation that strengthened the Commission. The authority of the President’s Committee proved to be a landmark in civil rights and labor law, and though the Committee initially had weak powers of enforcement, Congress later asserted authority under the Commerce Clause of the U.S. Humphrey, and was entrusted with overseeing issues of policy and nondiscrimination within the Department of Labor. Johnson and later by Vice President Hubert H. The President’s Committee was chaired by Vice President Lyndon B. Executive Order 10925 also created the President’s Committee on Equal Employment Opportunity, which became the Equal Employment Opportunity Commission (EEOC) upon passage of the Civil Rights Act of 1964. Kennedy built upon the civil rights precepts of the Eisenhower administration by signing Executive Order 10925 on March 6, 1961, shortly after coming into office, requiring government contractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, creed, color, or national origin”. ![]()
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