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As detailed below, these rules include formally rescinding eo 11246 regulations and modifying regulations under section 503 of the rehabilitation act and the vietnam era veterans’ readjustment assistance act (vevraa). Companies should continue to leverage their existing compliance protocols and workforce analytics to confirm that no “illegal dei” programs or other discriminatory employment practices are in place. The dcma recommended language for debarment in subcontracts is
The recission of eo 11246 alters both the legal protections for employees of federal contractors and the mechanisms available to the federal government to enforce antidiscrimination law Explore why deeper compliance matters. This legal sidebar reviews the legal implications of the president’s revocation of eo 11246.
Affirmative action/equal employment opportunity policy statement
Contractors should remove references to executive order 11246, its implementing regulations, and affirmative action for females and minorities Federal contractors and grantees should work with counsel to ensure that they meet and abide by the new certification and affirmation language requirements now required in federal contracts. The reps & certs section must be completed fully before submission to avoid delays in achieving active status for federal contracting eligibility To maintain eligibility, businesses must renew these certifications every 12 months, coinciding with their sam registration cycle.
The new executive order effectively ends contractors’ affirmative action and related obligations. Federal contracts hinge on “reps and certs” in sam, but are they enough to protect critical supply chains
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