Category Archives: Office of Federal Contract Compliance Programs

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Recent OFCCP Activity Signals Greater Transparency and Collaboration for Federal Contractors

Safer
In response to town hall meetings held late last year, the OFCCP has taken a number of actions geared toward addressing some of the contractor concerns discussed during those meetings. In particular, several of the directives and other publications issued by the OFCCP in recent months signal the OFCCP’s intent to provide greater transparency with … Continue reading this entry

You Might Be a Federal Government Contractor — Better Check Now

federal
If your company: sells goods or services to the federal government; or sells goods or services to companies that use those goods or services in the products they sell to the federal government, you need to read this article. If you have human resource management responsibility, and you do not know to whom your company … Continue reading this entry

OFCCP Signals Emphasis on “Religious Liberty” in Federal Contractor Compliance

OFCCP
On August 10, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) issued a new policy directive aimed at protecting the religious freedom of employees and ensuring a “level playing field” for religious organizations to compete for federal contracts. While the 2014 Obama administration rule prohibiting discrimination based on sexual orientation and gender … Continue reading this entry

OFCCP Offers Limited Compliance Relief for Federal Contractors in Wake of Recent Hurricanes

Hurricanes
In the aftermath of Hurricanes Harvey, Irma and Maria, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has taken two concrete steps to provide federal contractors compliance relief.… Continue reading this entry

Employers Must Use Caution When Basing Pay Decisions On Prior Salary History

Employer
Imagine a scenario where an employer hires two individuals – a male and female – to fill two identical jobs (i.e., same job qualifications and same job duties). Both individuals satisfy the educational, skill, and other technical requirements for the job and they have similar employment histories.  However, at their prior places of employment, one … Continue reading this entry