EO was signed by President Lyndon B. Johnson in , prohibiting employment discrimination by federal contractors and subcontractors and requiring them to take certain affirmative actions to prevent employment discrimination. In , President Barack Obama signed Executive Order , amending EO , to also prohibit federal contractors and subcontractors from discriminating on the basis of sexual orientation or gender identity. The affirmative action and non-discrimination requirements described in EO are no longer operative.
Further, federal affirmative action requirements regarding disabled individuals and protected veterans are not subject to the new EO and remain in place. These obligations are based on statutory requirements and remain unchanged. Federal contractors should also be aware of any state-level affirmative action requirements applicable in the states in which they operate in. Maynard Nexsen formed in when two successful, client-centered firms combined to form a powerful national team.
Share Icon. Continued Obligations The affirmative action and non-discrimination requirements described in EO are no longer operative. Federal contractors facing pending OFCCP investigation or enforcement-related activity should determine if any of the agency action stems from EO Section and VEVRAA remain in effect and federal contractors should continue to satisfy their obligations under these statutes.
For new government contracts, federal contractors should be aware of new affirmation language relating to DEI. A Conversation with Attorney Jonathan Ross. Scroll Left Scroll Right.
