The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has released a new compliance assistance guide that makes subtle but important changes to the language federal contractor employers are required to use in advertisements for prospective employees informing them of the organization’s status as an equal opportunity Continue Reading...
The OFCCP is Busting Myths Around Functional Affirmative Action Programs
The OFCCP sent out a “myth-busting” email this morning that focuses on the myths and facts surrounding Functional Affirmative Action Programs (FAAPs). In the past the OFCCP has been skeptical of federal contractors preparing FAAPs, believing contractors wanted to “game the system” and hide discrimination. This is a step in the other direction, Continue Reading...
OFCCP Submits Revised FAAP Directive for Final Approval
Last September, OFCCP submitted a revised functional affirmative action program (FAAP) directive for public comment. This week, the agency submitted that revised FAAP directive to OMB for final approval with “no material changes” from what was proposed last year. FAAPs permit federal contractors to develop and implement AAPs that better align with Continue Reading...
New Compensation Directive Addressing Compensation Discrimination
The OFCCP directive Analysis of Contractor Compensation Practices During a Compliance Evaluation outlines OFCCP’s standard procedures for reviewing contractor compensation practices during a compliance evaluation. This directive replaces OFCCP Directive 2013-03 (known as Directive 307) and clarifies OFCCP’s approach to compensation evaluations Continue Reading...
OFCCP Releases Directive (DIR) 2018-03: Addressing Legal Developments In The Law Regarding Religion-Exercising Organizations and Individuals
The Office of Federal Contract Compliance Programs (OFCCP) issued Directive (DIR) 2018-03 which became effective August 10th, 2018. While various sections of the regulations already address the provision and insurance of equal employment opportunities to applicants and employees without regard to religion or national origin (41 CFR §§ 60-50.1 to Continue Reading...
