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May 9 — The Labor Department's Office of Federal Contract Compliance Programs couldn't do an effective compliance audit without providing the contractor in question with information about the agency's concerns, and it has no written policy against such transparency, the agency’s policy director said...

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The Office of Federal Contract Compliance Programs (OFCCP) has posted a short video entitled Disability Inclusion Starts With You. This public service announcement-style video encourages applicants and employees with disabilities to voluntarily self-identify by explaining the key role that self-identification plays in measuring contractors’ progress toward achieving equal employment opportunity for people with disabilities. The video also explains the Section 503 requirement that contractors invite voluntary self-identification from their applicants and employees, and the strictly confidential nature of any disability information provided.

The video is available online for viewing or download at http://www.dol.gov/ofccp/SelfIdVideo.html.

 

OFCCP has published a FAQ to assist contractors with submitting compensation data under the new scheduling letter.  One important factor to note is this new submission requests total compensation data for the 12 months leading up to the AAP date, not just the current salary or hourly rate.

OFCCP also clarified the time frame of compensation data which employers should report:

for each employee in the workforce analysis/organizational display contractors should provide the actual amount paid in other compensation or adjustments to salary during the 12–month period preceding the date of the analysis/display.

The new FAQ is available here:

http://www.dol.gov/ofccp/regs/compliance/faqs/SchedulingLetter_FAQs.html

 

OFCCP has lowered the national benchmark for hiring veterans from 7.2 to 7.0 based on 2014 end of year labor statistics.  See more here:

http://www.natlawreview.com/article/office-federal-contract-compliance-program-announces-lower-national-veterans-benchma

 

Office of Federal Contract Compliance Programs (OFCCP)

Notice of Proposed Rulemaking on Executive Order 13665

Encouraging Pay Transparency and Prohibiting Discrimination for 
Discussing, Disclosing or Inquiring About Compensation

On April 8, 2014, President Obama signed Executive Order 13665 to encourage greater pay transparency by prohibiting federal contractors and subcontractors from discharging or otherwise discriminating against their employees and job applicants for discussing, disclosing or inquiring about compensation.  This Executive Order amended section 202 of Executive Order 11246, which is enforced by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs. The President directed the Labor Department to issue regulations within 160 days articulating how the agency would implement the new nondiscrimination requirement.

The Office of Federal Contract Compliance Programs has developed a Notice of Proposed Rulemaking on this matter and it will be available for public comment for a period of 90 days after it is published in the Federal Register on September 17, 2014.

Read more: http://www.dol.gov/ofccp/PayTransparencyNPRM.html

 

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