Executive Order 11246 mandates certain requirements for federal contractors and federally assisted construction contractors and subcontractors who do more than $10,000 worth of business in one year with the federal government. Every contract covered by this order must include an equal opportunity clause, and contractors must take affirmative action to employ individuals with physical or mental disabilities and to eliminate discrimination on the basis of race, color, religion, sex, or national origin. In addition, federal contractors must pay prevailing wages. A contractor in violation of Executive Order 11246 may have its contracts canceled, terminated, or suspended, and the contractor may be ineligible for future government contracts. Contractors who do more than $25,000 worth of federal business annually must comply with additional requirements.
OFCCP Proposes New Rule for Pay Disparities
For years, the Office of Federal Contract Compliance Programs (OFCCP) talked the talk when it came to preventing discrimination in compensation. Now, it is walking the walk.
VEVRAA Amendments Cover More than Vietnam Vets
Amendments to the Vietnam Era Veterans’ Readjustment Assistance Act, effective December 1, impose new standards for employers to provide equal opportunity and affirmative action employment practices for qualified veterans.
OFCCP Stepping Up Enforcement Efforts for Hiring, Compensation
The Office of Federal Contract Compliance Programs (OFCCP) is taking its hiring and compensation compliance activities in a new direction, according to Kathleen J. Raynsford, an attorney with Fortney Scott, LLC. What can federal government contractors expect from the OFCCP should they be audited for affirmative action compliance this year?
Study: Lighter Skin Tone Equals More Pay
A study has found that legal immigrants with a lighter skin tone earn bigger paychecks than those with a darker skin tone, even if the workers share the same ethnicity, race, and country of origin.
