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Affirmative Action and its impact on public and private sector employers

Describe the elements of Affirmative Action as it applies to public sector and private sector employers, and how it interacts with Title VII requirements of Equal Employment Opportunity. You should address (but are not limited to) the following:

What employers are subject to affirmative action plans and why?

What do the plans require employers to do?

What happens if employers do not meet the goals of the affirmative action plan?

Be sure to include proper citations for each of these laws in APA format.

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Affirmative Action

Affirmative action implies a policy of non-discrimination in compliance with laws that prohibit all forms of discrimination on the basis of race, color, religion, sex, or national origin. The laws relating to equal employment apply to organizations both private and public with 15 or more employees. Affirmative action requires employers to take steps to achieve a balanced representation. From another perspective, affirmative action refers to a set of polices that bring about improved employment opportunities for the backward sections of the society. Affirmative action encourages public and private employers to become more representative of the populations they serve. Usually, where affirmative action needs to be taken there is targeted recruitment that is designed to generate applicants from the backward or unrepresented groups. Affirmative action can also mean giving better treatment to groups that are underrepresented.

What employers are subject to affirmative action plans and why?

According to Executive Order 11246 employers with 50 or more employee having federal non-construction contracts and subcontracts of $50,000 or more must submit a written affirmative action plan within 120 days of the beginning of the contract.

In addition, if there is a firm with 50 or more employee with federal contracts or subcontracts either for construction or non construction act, they need to develop written affirmative action plans. These plans must be developed under the Rehabilitation Act of 1973 and under Vietnam' Readjustment Assistance Act. Under the 2000e-2. Unlawful employment practices, the employer cannot discriminate with respect to compensation, terms, conditions or privileges of employment because of race, color, religion, sex, or national origin. Employees may not be limited or segregated on the basis of race, ...