Federal Reporting for Women, Minorities, Individuals with Disability and Protected Veterans
Affirmative Action requires additional efforts by an employer, who is a federal contractor to recruit, employ and promote qualified members of protected groups previously excluded, even if the exclusion cannot be traced to particular discriminatory actions on the part of the employer.
AFFIRMATIVE ACTION FEDERAL EXECUTIVE ORDER 11246
The Civil Rights Act of 1964, 42 U.S.C. 2000(e) prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. The Act was amended in 1972 to apply to employment by state agencies, to education institutions, and to faculty employment. In order to carry out this national policy, the President of the United States directed by Executive Order 11246, and amended by Executive Order 11375, that all federal agencies should place an "affirmative action clause" in every contract in excess of $50,000. Anyone entering a contract with the United States, even if not otherwise obligated by law, must agree to comply with the substance of the Civil Rights Act of 1964.
As a federal contractor receiving more than $50,000 in federal contracts annually and employing greater than 50 employees, the University of Kentucky is mandated by federal Executive Order 11246, as amended, to have a written affirmative action plan for women, minorities, individuals with a disability, and protected veterans. The University of Kentucky in good faith affirms the components of this affirmative action plan are as required in Executive Order 11246 and as detailed in the implementing regulations, 41 CFR Chapter 60 by the Department of Labor Office of Federal Contract Compliance Programs.
- AAP Appendix A
- AAP Appendix B
- AAP Appendix C
- AAP Appendix D
- AAP Appendix E
- AAP Appendix F
- AAP Appendix G
- AAP Appendix H
- AAP Appendix I
- AAP Appendix J
Individuals with Disabilities and Protected Veterans
The University of Kentucky has always taken affirmative action measures for women and minorities including capturing demographics of applicants to make sure each job posting has a diverse applicant pool to meeting with departments to discuss underutilized job groups. As of March 24, 2014, the University of Kentucky has extended these measures to individuals with disabilities and protected veterans.
The Department of Labor Office of Federal Contract Compliance Programs (OFCCP) now requires all federal contractors to capture employment data from applicants and employees on whether they have a disability or not and if they are considered a protected veteran. This data is optional to fill out and it is only viewed for reporting purposes by the Office of Institutional Equity and Equal Opportunity.
An employee may fill out the disability form at anytime during thier employment. An employee can find the form through myUK→Employee Self Service→Personal Information→Disability Form. The content of the form is used for statistical purposes only and limited to the Office of Institutional Equity and Equal Opportunity reporting the information to the OFCCP. This form will not be shared with an employees department and it not used as a request for reasonable accommodations in employment matters.
The OFCCP has released a video that can be seen here as to the benefits of reporting disability data.
During the application process an applicant is asked whether they are considered a protected veteran based on OFCCP definitions or they are not considered a protected veteran. Once an applicant is hired they are asked this information again. At either time, answering is optional. The data is used for statistical purposed only by the Office of Institutional Equity and Equal Opportunity to report to the OFCCP.