Which EEO laws apply to supply or service businesses with federal contracts totalling more than $50,000 and with less than 50 employees?

You have indicated you are a Supply and/or Service facility - with federal contracts and/or subcontracts, totaling more than $50,000, with less than 50 employees. Your employment EEO and Affirmative obligations are:

Note: You are required to have written 503 (Rehabilitation Act) and 4212 (Veteran) Affirmative Action Plans (AAP)

• Executive Order 11246 (41 Code of Federal Regulations (CFR) 60-1), which includes (this list may not be all-inclusive): Non-discrimination, EEO clause, and notification requirements
  
• If you have 15 or more employees, Title VII of the Civil Rights Act of 1964 - Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. If discrimination is found, EEOC could require payment of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973
• Section 503 of the Rehabilitation Act of 1973, as amended, which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilties (this is not all inclusive)- written AAP required
• American's with Disabilities Act (Title I) for employers with 15 or more employees have been covered since July 26, 1994
• Vietnam Era Veterans' Readjustment Assistance Act of 1974, as mandated (38 United States Code (USC) 4212, or VEVRAA), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans and veterans of the Vietnam era. Also requires a written Affirmative Action Plan, Postings, Notifications, Filing VETS-100 Reports (list not inclusive) NOTE: Public Law 107-288, November 7, 2002, provides additional requirements to the VETS-100 filing requirement
• Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older
• Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination