Opportunity For Growth: Federal Contracter Or Subcontractor

Opportunity for Growth

There are many hurdles to overcome to be a federal contractor or subcontractor. Companies have to comply with a laundry list of regulations and laws and allow several federal regulatory agencies access to business records and processes. For some, the risk outweighs the financial gain. However, the opportunity to support our nation’s government and possibly make a profit while doing it becomes a tantalizing draw for some companies. One such company is Large Plastics. When one of its primary customers contacted them about subcontracting on a very lucrative furniture contract, there were mixed emotions regarding the profitable venture. Even as a subcontractor, Large Plastics would have to adhere to federal regulations,

Large Plastics would be the subcontractor to the prime. Therefore, they are not subject to the Drug-Free Workplace Act (“Drug-Free,” 2016). Large Plastics can benefit from voluntarily adopting the ideals behind the Drug-Free Workplace Act. Drug use in the workplace costs companies millions (“elaws,” 2016). As noted by the Department of Labor’s Drug-Free Workplace elaws site, “…. numerous studies, reports and surveys suggest that substance abuse is having a profoundly negative affect on the workplace in terms of decreased productivity and increased accidents, absenteeism, turnover, and medical costs.” Large Plastics would have to announce its stance against drug use at work and post notices to that affect in all public areas. Also, the employee handbook and guide would have to be amended to reflect the new policy. The existing employees will have to be notified that the company has modified its conditions for continued employment, should an employee be found in violations of the new Drug-Free Policy. It is important to note, that a Drug-Free Workplace Policy does not automatically mean random or by request drug testing (“Drug-Free,” 2016). Most companies with a plan require employees to be tested. By adopting the tenets required by the Drug-Free Workplace Act, Large Plastics can

The AAP seems to be invasive and judgmental. In reality, it provides a litmus test of the culture at Large Plastics. One of the Affirmative Action policies is to hire veterans to at least seven percent (“Affirmative,” 2016). By increasing the number of veterans employed at Large Plastics, the company could gain not only in a financial sense but with employee relations. The Work Opportunity Tax Credit ranges from two thousand, four hundred dollars to five thousand, six hundred dollars per qualified veteran (“Using credit,” 2013). Hiring qualified veterans also meets the criteria imposed by the Vietnam Era Veterans’ Readjustment Assistance Act required by the Affirmative Action Plan (“Affirmative,” 2016). Not only does it make fiscal sense, but the company can benefit by the qualities inherent in most veterans. In an article by Ava Collins (2015), veterans have a myriad of skills that are attractive to employers. She states that veterans are quick to adapt, are great at problem solving and thinking outside the box, exhibit attention to detail, are loyal, have a security clearance or credentials, have a sense of community, possess a more worldly perspective, and have integrity. These attributes are invaluable to employers. Coincidentally, by hiring veterans, Large Plastics will be a candidate for the sub-contract project and receive a tax break. So, there are monetary advantages along with the soft skills