For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans Affirmative actions include training programs, outreach efforts, and other positive steps

There is substantive evidence that Affirmative Action regulation has played an important role in reducing differences in wage and in unemployment rates between white men and women, and between majority and minority workers

The purpose of affirmative action is to establish fair access to employment opportunities to create a workforce that is an accurate reflection of the demographics of the qualified available workforce in the relevant job market

Affirmative action policies were developed to address long histories of discrimination faced by minorities and women, which reports suggest produced corresponding unfair advantages for whites and males They first emerged from debates over non-discrimination policies in the 1940s and during the civil rights movement

President Lyndon B Johnson issued EO requiring all government contractors and subcontractors to take affirmative action to expand job opportunities for minorities Established Office of Federal Contract Compliance (OFCC) in the Department of Labor to administer the order

Key takeaways Supreme Court rulings on affirmative action: The Court’s interpretation of the Constitution has influenced the debate on affirmative action: some justices argue that affirmative action is constitutional, holding that the Constitution only forbids racial classifications designed to harm minorities

Created as part of the Civil Rights Act of 1964, affirmative action refers to the practice of requiring businesses that contract with the federal government to promote equal opportunities among races, genders, religions, sexual orientations, people with disabilities, and veterans in an effort to counter past

The Work Opportunity Tax Credit (WOTC) is a Federal tax credit available to employers for hiring individuals from certain targeted groups who have consistently faced significant barriers to employment

Affirmative action refers to outreach and recruitment methods that encourage minorities and other specific categories of the population to apply for jobs The laws surrounding affirmative action in hiring are subject to change, however, as these policies are often challenged in the courts

Findings show that benefits of hiring people with disabilities included improvements in profitability (eg, profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (eg, diverse customers, customer loyalty and satisfaction,

The Work Opportunity Tax Credit is a voluntary program As such, employers are not obligated to recruit WOTC-eligible applicants and job applicants don’t have to complete the WOTC eligibility questionnaire

The Work Opportunity Tax Credit (WOTC) is a Federal tax credit available to employers for hiring individuals from certain targeted groups who have consistently faced significant barriers to employment The Work Opportunity Tax Credit (WOTC) is authorized until December 31, 2025 (Section 113 of Division EE of PL

Individual incentives Individual tax incentives are a prominent form of incentive and include deductions, exemptions, and credits Specific examples include the mortgage interest deduction, individual retirement account, and hybrid tax credit Another form of an individual tax incentive is the income tax incentive

Working Tax Credit is being replaced by Universal Credit The government started transferring a small number of people over to Universal Credit in July 2019 and it aims to complete this process by December 2024

HM Revenue & Customs (HMRC) will automatically stop CTC for a child from 1 September following their 16th birthday You will need to contact HMRC if your child is staying on in education or approved training on 1 September, and subsequently as they turn 17, 18 and 19 years old, to ensure your payments continue

Your working tax credits or child tax credits might have stopped because: you didn’t report a change in circumstances – see changes that could affect your tax credits for what you need to report you didn’t complete your annual review in time

If you claim Income Support or Jobseeker’s Allowance you should normally either be not working or working on average less than 16 hours a week Partners of people receiving Income Support/Jobseeker’s Allowance are able to work for, on average, up to 24 hours a week, without their partner’s entitlement being affected

You must claim Jobseeker’s Benefit for at least 3 days in any week If you get 4 days work, Jobseeker’s Benefit is not paid at all Normally you cannot get Jobseeker’s Benefit for a day on which you do casual or part-time work, unless, it comes within the subsidiary work rules (see below)

If your monthly earnings are more than £over the amount where your payment stopped, this becomes ‘surplus earnings’ Your surplus earnings will be carried forward to the following month, where they count towards your earnings

There is no limit as to how long you can do permitted work for You must inform the DWP that you are due to start permitted work; call or use form PW1 If you are self employed, you will need to seek advice about how your earnings are calculated This allows you to earn up to £20 a week

PIP rates

PIP can be paid regardless of your income, savings or National Insurance contribution record and is a tax free benefit You can get PIP even if you are working or studying Getting PIP does not reduce other benefits, it may even increase them

Disability Benefits: Attendance Allowance (AA), Personal Independence Payment (PIP) and Disability Living Allowance (DLA) If you’re going abroad temporarily, you can keep claiming these benefits for up to 13 weeks