OFCCP Developments

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The OFCCP’s increasingly aggressive enforcement scheme continues to present challenges for federal contractors and subcontractors. Please join The OFCCP Institute for a comprehensive two-day seminar featuring several distinguished speakers, including Chai Feldblum of the EEOC, Consuelo Pinto of the DOL’s Division of Civil Rights, and OFCCP and employment attorney, Christy Kiely.
Continue Reading Register Now For The OFCCP Institute’s Compliance Conference in Chicago

Today, on August 25, 2016, the Department of Labor issued final Guidance implementing Executive Order 13673, Fair Pay and Safe Workplaces, bleakly referred to by the contractor community as the “blacklisting” order. The “blacklisting” order places a new focus on labor and employment issues during the federal procurement process. Covered federal contractors and subcontractors must now disclose to the government previous violations of fourteen different federal labor and employment laws, plus equivalent state counterparts. Pre-award disclosures must be made before a contract can be awarded to ensure the company is a “responsible” labor source. Updated reports then are required every six months post-award. The rule also imposes limits on the arbitration of certain employment claims, and requires specified paycheck disclosures and transparency.
Continue Reading Contractors Beware: “Blacklisting” Rule Finalized

Since President Lyndon B. Johnson signed Executive Order 11246 in 1965, the Office of Federal Contract Compliance Programs (OFCCP) has been charged with ensuring nondiscrimination and affirmative action for females in employment. In 1970, regulations were issued to further this goal, known as the Sex Discrimination Guidelines, codified at 41 CFR Part 60-20. Those guidelines have not been substantially updated in the 46 years since. Until now, that is. The DOL acknowledges the Guidelines have become “out of touch with current law and with the realities of today’s workforce and workplaces.” See: OFCCP Fact Sheet on Sex Discrimination Final Rule. So, the OFCCP is bringing the Guidelines “from the ‘Mad Men’ era’ to the modern era.’”…
Continue Reading DOL Updates Sex Discrimination Guidelines For First Time In 46 Years

The United States Department of Labor has announced a Notice of Proposed Rulemaking to implement Executive Order 13706, which requires federal government contractors to provide employees with up to 7 days of paid sick leave annually. As a result, the DOL estimates that employers will be compelled to provide additional paid leave to 828,000 employees, including 437,000 employees who do not currently receive any paid sick leave.
Continue Reading DOL Proposed Rulemaking – Paid Leave for Employees of Federal Contractors

This webinar will discuss President Obama’s Executive Order on federal contractor blacklisting and its potential impact on government contractors. A final regulation is on the horizon, and this program will tell you what you need to know NOW to be prepared.
Thursday, February 18, 2016
1:00 p.m. – 2:00 p.m. ET…
Continue Reading You’re Invited: The ‘Blacklisting’ Order For Federal Contractors – What You Need To Know Now

The Department of Labor is increasingly focused on identifying and pursuing claims of systemic discrimination, both in EEOC charge investigations and OFCCP audits. In this type of claim, the government challenges a policy or practice that (allegedly) disadvantages an entire group of protected employees. These claims are dangerous for employers because they can cover hundreds of work locations and thousands of employees. Employers often unwittingly set themselves up for these claims, by failing to recognize the implications of a seemingly routine information request.
Continue Reading You’re Invited: Systemic Discrimination Under the EEOC and OFCCP

On September 10, 2015, the Office of Federal Contract Compliance Programs (“OFCCP”) issued a Final Rule implementing last year’s Executive Order 13665, which prohibits federal contractors from discharging, or discriminating against, any employee or applicant who “has inquired about, discussed, or disclosed” either their own compensation information or that of another employee or applicant.
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Continue Reading OFCCP Announces Final Rule Implementing 2014 Wage Transparency Executive Order

More and more employers are faced with the following question — can a transgender employee use the restroom associated with his or her gender identity? According to federal governmental agencies, the answer seems to be yes.
Continue Reading Can a Transgender Employee Use the Restroom Associated With His or Her Gender Identity?