Federal Reporting

Affirmative Action requires additional efforts by an employer, who is a federal contractor to recruit, employ and promote qualified members of protected groups previously excluded, even if the exclusion cannot be traced to particular discriminatory actions on the part of the employer.

The Civil Rights Act of 1964, 42 U.S.C. 2000(e) prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. The Act was amended in 1972 to apply to employment by state agencies, education institutions, and faculty employment. To carry out this national policy, the President of the United States, directed by Executive Order 11246, and amended by Executive Order 11375, that all federal agencies should place an "affirmative action clause" in every contract in excess of $50,000. Anyone entering a contract with the United States, even if not otherwise obligated by law, must agree to comply with the substance of the Civil Rights Act of 1964.

As a federal contractor receiving more than $50,000 in federal contracts annually and employing greater than 50 employees, the University is mandated by federal Executive Order 11246, as amended, to have a written affirmative action plan for women, minorities, individuals with a disability, and protected veterans. The University, in good faith, affirms the components of this affirmative action plan are as required in Executive Order 11246 and as detailed in the implementing regulations, 41 C.F.R. Chapter 60 by the Department of Labor Office of Federal Contract Compliance Programs.

The University has always taken affirmative action measures for women and minorities, including capturing applicants' demographics to ensure each job posting has a diverse applicant pool and meeting with departments to discuss underutilized job groups. As of March 24, 2014, the University of Kentucky has extended these measures to individuals with disabilities and protected veterans. 

The Department of Labor Office of Federal Contract Compliance Programs (OFCCP) now requires all federal contractors to capture employment data from applicants and employees on whether they have a disability or not and are considered a protected veteran. This data is optional to fill out, and Institutional Equity only views the information for reporting purposes.

Employees may fill out the disability form at any time during their employment. An employee can find the form through myUK→Employee Self Service→Personal Information→Disability Form. The content of the form is used for statistical purposes only and is limited to Institutional Equity reporting the information to the OFCCP. Institutional Equity will not share this form with an employee's department and will not use it as a request for reasonable accommodations in employment matters.  

The OFCCP has released a video that can be seen here as to the benefits of reporting disability data.

View more information on Section 503 of the Rehabilitation Act. 

During the application process, applicants are asked whether or not they are considered a protected veteran based on OFCCP definitions. Once an applicant is hired, they are asked this information again; at either time, answering is optional. Institutional Equity uses the data for statistical purposes only to report to the OFCCP.

View more information on the Vietnam Era Veteran's Readjustment Assistance Act of 1974.