Multi-state employers need to ensure compliance with all state-specific affirmative action requirements
While there are affirmative action requirements that apply to federal contractors and subcontractors, there are also many state-specific affirmative action requirements that certain employers may be subject to, with criteria and thresholds that are different than what is required by Federal Law.
For Example:
- Minnesota government contractors or subcontractors with state contracts of more than $100,000 and that have 40 or more employees (or had 40 or more employees on any single working day in the preceding 12 months) must have an affirmative action plan.
- Wisconsin requires public employers and any sponsor of an apprenticeship program to submit an affirmative action plan to the state.
- Oregon’s Public Contracting Code provides that a contracting agency may require a contractor to subcontract with, or obtain materials from, a certified disadvantaged, minority, women or emerging small business enterprise or a business enterprise owned or controlled by a disabled veteran as defined by statute.
- In Kentucky, contractors doing business with the state or any political subdivision must adopt an affirmative action plan.
*The above is just a sampling for informational purposes and does not represent all detailed requirements for these states.
With each state having unique requirements and criteria impacting different types of employers, it can be especially challenging for multi-state employers to achieve compliance. HR Works has developed a resource to help you navigate these complexities.
Download our State AA Comparison Chart for a list of state-specific requirements.