answer questions 3–23 and 3–24:
1. complete a brief analysis of the issue
2. Discuss the three primary factors that play a role in this particular case
3. Identify the three levels of control established by The Office of Federal Contract Compliance Programs (OFCCP)
4. Paper includes introduction and conclusion
Supreme Construction Company began as a small commercial builder located in Baytown,
Texas. Until the early 200os, Alex Boyd, Supreme’s founder, concentrated his efforts on
small, freestanding shops and offices. Up to that time, Alex had never employed more than
In 2008, Alex’s son Michael graduated from college with a degree in construction
management and immediately joined the company full-time. Michael had worked on a
variety of Supreme jobs while in school, and Alex felt his son was really cut out for the
construction business. Michael was given increasing responsibility, and the company
continued its success, although with a few more projects and a few more employees than
before. In 2010, Michael approached his father with a proposition: “Let’s get into some of
the bigger projects now. We have the capital to expand and I really believe we can do it.”
Alex approved, and Supreme began doing small shopping centers and multistory office
buildings in addition to work in its traditional area of specialization. Soon, the number of
employees had grown to 75.
In 2011, the National Aeronautics and Space Administration (NASA) released construction
specifications for two aircraft hangars to be built southeast of Houston. Although Supreme
had never done any construction work for the government, Michael and Alex considered the
job within the company’s capabilities. Michael worked up the $1,982,000 bid and submitted
it to the NASA procurement office.
Several weeks later the bids were opened. Supreme had the low bid. However, the
acceptance letter was contingent on submission of a satisfactory affirmative action program.
Affirmative Action QUESTIONS
3-23. Explain why Supreme must submit an affirmative action program.
The bid that Michael submitted was for over $1 million. Contractors meeting this criterion
must develop a written affirmative action program for each of its establishments and file
an annual EEO-l report and may have a pre-award compliance review. The purpose of a
compliance review is to determine whether the contractor is maintaining
nondiscriminatory hiring and employment practices.
3-24. Generally, what should the program be designed to accomplish?
The program ensures that the contractor is utilizing affirmative action to guarantee that
applicants are employed, placed, trained, upgraded, promoted, terminated, and otherwise
treated fairly without regard to race, color, religion, gender, national origin, veteran
status, or disability during employment.
Last Updated on April 16, 2020 by Essay Pro