Affirmative Consulting Group will emphasize in the compliance of the following (US) federal regulations: 

A) Executive Order 11246: The equal opportunity clause contained in the Executive Order 11246, as amended, requires that federal contractors and subcontractors not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contractor/subcontractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. 

B) Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 793): This Act requires that Government contractors and subcontractors take affirmative action to employ and advance in employment qualified individuals with disabilities. Under the Act, contractors can not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. 

C) The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (38 U.S.C. 4212, or VEVRAA): This Act requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans, veterans of the Vietnam era, recently separated veterans, and other protected veterans. 

D) Title I of the Americans with Disabilities Act of 1990: Prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. 

E) Other Related State and Federal Laws and Regulations: Related to Equal Employment Opportunity.