EQUAL OPPORTUNITY (EEO) PROGRAM

Ensuring Compliance with Federal Non-Discrimination Requirements

With the revocation of Executive Order 11246, businesses must still navigate federal non-discrimination laws and obligations under Section 503 and VEVRAA. Our Equal Opportunity (EEO) Program helps organizations maintain compliance, fulfill federal contract requirements, and implement effective workforce equity strategies that align with current regulations.

EEO Clause – Non-Discrimination & Enforcement Agency Access

All federal contractors and subcontractors are required to comply with Equal Employment Opportunity (EEO) laws and ensure non-discrimination in hiring, promotion, and compensation practices. This includes allowing Enforcement Agency access to workplace data to verify compliance.

We assist organizations in:
  • Understanding their obligations under EEO, Section 503, and VEVRAA
  • Developing workforce policies that comply with federal non-discrimination laws
  • Preparing for Enforcement Agency reviews and compliance evaluations
  • Implementing best practices for inclusive and merit-based hiring
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Compliance Under Section 503 of the Rehabilitation Act of 1973

EEO Clause

Who is Covered?

  • Applies to federal contractors and subcontractors with contracts of $15,000 or more
  • No minimum number of employees required
Requirements Include:
  • Non-discrimination policies for individuals with disabilities
  • Reasonable accommodation policies in hiring and employment
  • Record-keeping & reporting on disability hiring efforts
  • Enforcement Agency access to workplace data For organizations with contracts of $50,000 or more and 50+ employees, additional written affirmative action programs (AAPs) are required within 120 days of the contract start date.
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Compliance Under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

EEO Clause

Who is Covered?

  • Federal contractors and subcontractors with contracts of $150,000 or more
  • No minimum number of employees required
Requirements Include:
  • Hiring outreach programs for protected veterans
  • Non-discrimination policies & accommodation requirements
  • Data collection and self-identification processes for veteran employees
  • Record keeping & reporting on veteran hiring efforts
  • Annual filing of the VETS-4212 report
  • List jobs with the appropriate ESDS

For organizations with contracts of $150,000 or more and 50+ employees, additional written affirmative action programs (AAPs) are required within 120 days of the contract start date.

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Regulatory Disclaimer

Executive Order 14173 rescinded Executive Order 11246 on January 20, 2025, as published in the Federal Register on January 31, 2025. Our firm remains committed to helping businesses understand and comply with federal non-discrimination requirements under the Civil Rights Act, Section 503, and VEVRAA.

Why Work With Us?

  • Expert Guidance – We help federal contractors navigate the evolving regulatory landscape after EO 11246’s revocation.
  • Comprehensive EEO Program Development – From policy creation to workforce audits and compliance reviews.
  • Proactive Risk Mitigation – Avoid potential non-compliance penalties and legal challenges.


Ensure your business remains compliant with EEO, Section 503, and VEVRAA regulations. Contact us today to review your obligations and build a customized compliance plan.

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