NPC's that receive federal contracts must comply with the equal employment opportunity (EEO) and affirmative action provisions of their contracts. It is the responsibility of the federal contractor to communicate to the subcontractors the federal requirements that apply. Requirements and objectives apply if the NPC is the contractor or sub-contractor and include:

• Executive Order 11246, as amended - prohibits discrimination in hiring or employment decisions based on race, color, gender, religion, and national origin. Applies to all nonexempt government contractors [41 CFR60-1.5] and subcontractorss and federally assisted construction contracts and subcontracts in excess of $10,000.
• Section 503 of the Rehabilitation Act of 1973 - prohibits discrimination and requires affirmative action program for all personnel practices of qualified individuals with disabilities. Applies to government contracts and subcontracts in excess of $10,000.
• 38 USC 4212 - The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) - prohibits discrimination and requires affirmative action program for all personnel practices of veterans who served on active duty in the U.S. military, ground, naval, or air service who are special disabled veterans, Vietnam Era veterans, recently separated veterans or veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized. Applies to all nonexempt government contractors and subcontracts of $25,000 or more.

Please note: Federal contractors or subcontractors with 50 employees and $50,000 or more in federal contract funds must have a written affirmative action plan or policy. In addition to complying with the above stated provisions, NPCs may also be required to comply with other paperwork obligations such as: