- Compensation Data Collection Tool (January, 2014)
- Construction Contractors Affirmative Action Requirements (April, 2014)
- Sex Discrimination Guidelines (May, 2014)
David Fortney testified on behalf of the HR Policy Association at the House Workforce Protections Subcommittee hearing on the Office of Federal Contract Compliance Programs (OFCCP). The December 4 hearing focused on the OFCCP’s new regulations for individuals with disabilities and protected veterans, and also raised the visibility of the Agency and some of its expansive enforcement efforts.
The HR Policy Association also issued a detailed press release summarizing the hearing.
The Office of Federal Contract Compliance Programs (“OFCCP”) will be issuing new proposed regulations, data collection tools, and guidelines in 2014 that will significantly change OFCCP’s audit and enforcement procedures. The OFCCP’s regulatory agenda, which is published with the Office of Management and Budget, includes three separate Notices of Proposed Rulemaking (“NPRM”) that are scheduled to be published during the first five months of 2014:
Each NPRM will be of significant interest to the contractor community. Additional notices will be forthcoming as the NPRM are published. For more information on the OFCCP’s regulatory agenda and other rulemakings, visit the OMB website.
As of today, October 1, the federal government is in a shut-down mode. This means that, until an appropriation bill is enacted and signed by the President, government agencies cannot perform any functions except those that are deemed essential. There will be a temporary halt in routine investigations and audits by the workplace enforcement agencies—the Wage and Hour Division and Office of Federal Contract Compliance Programs of DOL, the Equal Employment Opportunity Commission, the Department of Justice, and the National Labor Relations Board. The agencies will also not be able to meet court deadlines during the shut-down period, but will be granted extensions of time to file documents once the shut-down is over. Additionally, E-Verify has been temporarily shuttered as part of the government shutdown, although employers must still complete the Form I-9 no later than the third business day after begins working. If you have questions about any specific case or circumstance, please contact a FortneyScott attorney for additional guidance.