Affirmative Action (AA)


The legal authority for the administration of the City's Nondiscrimination, Equal Employment Opportunity (EEO) and Affirmative Action Program (AAP) by the Office of Contract Compliance (OCC) is provided in Sections 10.8 et. seq., 10.13 and 22.359.1 of the Los Angeles Administrative Code (LAAC).

The LAAC provides that the requirements of the program shall, as far as practicable, be similar to those adopted in applicable Federal Executive Orders. Such requirements are codified in the Code of Federal Regulations, Title 41, Chapter 60 and Executive Order 11246.

Employment discrimination and worker protection statutes in federal and state laws are frequently being modified. Staff is involved in on-going discourse in order to interpret and appropriately apply the revised regulations in evaluating plans and performance. In order to ensure the contractors' and vendors' compliance with the EEO policy and AAP provisions, this Section routinely:

  • Review bids and proposals for responsiveness to EEO and AAP requirements.
  • Audit contractors' employment records and practices.
  • Investigate complaints of violations and recommend corrective action.
  • Prepare reports and recommendations to the Board of Public Works and the City Council.


As of June 26, 2016, the Contractor (or Subcontractor) may need to complete this form at the request of the Awarding Authority or the Designated Administrative Agency (DAA). The report sets forth anticipated minority, women, and all other staffing utilization by the contractor and all subcontractors on each project constructed by the City using those trades within the area of jurisdiction of the Los Angeles Building and Construction Trades Council within the City of Los Angeles in each work class and at all levels in terms of staff hours. The anticipated levels of minority, women and other staffing utilization shall be the levels at which each of those groups are represented in the relevant workforce in the Greater Los Angeles Area as determined by the U.S. Bureau of the Census and made available by the Office of Contract Compliance (Population Percentages by Trade for Los Angeles County).

Attainment of the anticipated levels of utilization may only be used as an indication of whether the contractor has complied with the requirements of this section and has applied its Affirmative Action Plan in good faith and in a nondiscriminatory manner. Failure to attain the anticipated levels of utilization shall not, by itself, disqualify the contractor for award of a contract or subject the contractor to any sanctions or penalties.

Anticipated Employment Utilization Report

In no event may a contractor utilize the requirements of this section in such a manner as to cause or result in discrimination against any person on account of race, color, religion, national origin, ancestry, sex, sexual orientation, age, disability, marital status, domestic partner status, or medical condition.