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Affirmative Consulting Group will emphasize
in the compliance of the following (US)
federal regulations:
A) Executive Order 11246:
The equal opportunity
clause contained in the Executive Order
11246, as amended, requires that federal
contractors and subcontractors not discriminate
against any employee or applicant for employment
because of race, color, religion, sex, or
national origin. The contractor/subcontractor
will take affirmative action to ensure that
applicants are employed, and that employees
are treated during employment, without regard
to their race, color, religion, sex, or
national origin.
B) Section 503 of the Rehabilitation
Act of 1973, as amended (29 U.S.C. 793):
This Act requires
that Government contractors and subcontractors
take affirmative action to employ and advance
in employment qualified individuals with
disabilities. Under the Act, contractors
can not discriminate against any employee
or applicant for employment because of physical
or mental disability in regard to any position
for which the employee or applicant for
employment is qualified.
C) The Vietnam Era Veterans' Readjustment
Assistance Act of 1974, as amended (38 U.S.C.
4212, or VEVRAA): This
Act requires Government contractors and
subcontractors to take affirmative action
to employ and advance in employment qualified
special disabled veterans, veterans of the
Vietnam era, recently separated veterans,
and other protected veterans.
D) Title I of the Americans with
Disabilities Act of 1990: Prohibits
private employers, state and local governments,
employment agencies and labor unions from
discriminating against qualified individuals
with disabilities in job application procedures,
hiring, firing, advancement, compensation,
job training, and other terms, conditions,
and privileges of employment.
E) Other Related State
and Federal Laws and Regulations: Related
to Equal Employment Opportunity. |
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