Under the Equal Pay Act, which contractors are required to implement written affirmative action plans for women and minorities?

• A. All contractors
• B. Contractors with 50 or more employees and contracts of $50,000 or more
• C. Only federal contractors
• D. No such requirement

Answer: (B)

The concept being tested is who must have a written plan to promote equal opportunity for women and minorities among contractors. This requirement comes from federal contractor compliance rules, not the basic Equal Pay Act itself, and it applies only to contractors who meet specific size and contract-value thresholds.

The best answer reflects that only those federal contractors that meet both conditions—employing 50 or more people and holding contracts of $50,000 or more—are required to implement a written affirmative action plan. When a contractor satisfies these thresholds, they must develop and maintain a formal AAP that outlines goals, actions, and monitoring to promote equal opportunity for women and minorities. Contractors that don’t meet both criteria aren’t obligated to have a written AAP, and the requirement isn’t universal for all contractors. The other options either overstate the scope (all contractors), misattribute the obligation (only federal contractors without the thresholds), or claim there’s no requirement at all.