We wanted to remind employers that if covered, they must complete their compliance with Affirmative Action Program (AAP) requirements through the Contractor Portal by the July 1, 2024 deadline.

Covered federal contractors and subcontractors must use the Contractor Portal to certify, on an annual basis, whether they have developed and maintained an AAP for each establishment and/or functional/business unit, as applicable. New contractors have 120 days to develop their AAP(s) and must register and certify compliance through the Contractor Portal within 90 days of developing their AAP(s).

The Office of Federal Contract Compliance Programs (OFCCP) urges contractors to use their available resources, such as the Frequently Asked Questions and step-by-step How-to videos, along with User Guides and other pertinent information.

For additional information, please visit our previous update below, as well as the OFCCP resources:

• OFCCP Has Opened the Portal for Certification of Affirmative Action Plan Compliance with Updated FAQs (VensureHR)
• OFCCP Contractor Portal
• OFCCP FAQs
• OFCCP Reminder

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.