Frequently Asked Questions

• How is Affirmative Action different from Equal Opportunity?
  


• What does California's Prop 209 mean to my organization?
  


• Where do these Affirmative Action "Goals" come from, and aren't they just quotas?



• What happens if we don't meet our goals?



• How do we know that our Good Faith Efforts are good enough?



• The regulations require us to track race and gender of applicants, but I thought we weren't allowed to ask people their race. Can we?



• What is a "Compliance Evaluation" (formerly known as Compliance Review)?
  
  
• How will the OFCCP use the results of the Equal Opportunity Survey?
  
  
• Can we submit the Equal Opportunity Survey by Job Group, instead of by EE0-1 Category?
  
  
• OFCCP just sent us a "scheduling letter" for a compliance evaluation. Item 8 is requiring that we send employee salary data! Do we have to?



• What happens if we don't have a current Affirmative Action Plan when the OFCCP audits our company?



• When we interview, can we ask obviously disabled applicants how they will do the job for which they are applying?



• What if we don't have job descriptions?



• How do we reconcile the conflict between the Americans with Disabilities Act and federal contracting requirements?



• On what date do we start our Affirmative Action Plan year?

If you have additional questions, please feel free to contact us. You might also check the OFCCP website's FAQ page.