The Office of Federal Contract Compliance Programs (OFCCP) just published its latest Corporate Scheduling Announcement List (CSAL) for supply and service contractors. These evaluations may take the form of an Establishment Review, Corporate Management Compliance Evaluation (CMCE), Functional Affirmative Action Program (FAAP) Review, or University Review.

Starting in late 2024 and early 2025, Minnesota and Maryland will implement new pay transparency laws requiring employers to include detailed compensation information in job postings. These laws are part of a growing trend aimed at promoting wage transparency and preventing wage discrimination. Here's a breakdown of what employers in these states need to know to ensure compliance.

The U.S. Equal Employment Opportunity Commission (EEOC) has recently taken legal action against 15 employers in 10 states for failing to submit their mandatory EEO-1 Component 1 data reports for 2021 and 2022. The employers include companies from the retail, construction, restaurant, manufacturing, logistics, and service industries.  

In recent years, pay transparency has gained traction as a strategy to address pay discrimination and promote a fairer workplace. Advocates argue that making pay information openly accessible can highlight and rectify disparities, particularly gender-based pay gaps. However, while pay transparency can foster trust and improve organizational morale, it also carries potential downsides that organizations need to navigate carefully.

As the deadline for filing the 2023 EEO-1 Component 1 reports approaches, it's crucial for employers to ensure accuracy in their submissions. Filing errors can significantly impact OFCCP compliance efforts. The deadline to file 2023 EEO-1 reports is June 4, 2024, and the failure to file deadline is July 9, 2024. The Equal Employment Opportunity Commission (EEOC) opened the 2023 EEO-1 Component 1 data collection on April 30, 2024, hoping to encourage eligible filers to start the filing process early.

In a significant move towards workplace equity, the U.S. Equal Employment Opportunity Commission (EEOC) has introduced regulations to implement the Pregnant Workers Fairness Act (PWFA). Effective June 18, 2024, these regulations mandate that employers provide reasonable accommodations not only for pregnancy but also for related medical conditions. Here's a concise guide for employers on navigating these new requirements and understanding how they compare to the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act (Section 503).

President Biden's Executive Order signed six months ago marks a pivotal moment in America's approach to Artificial Intelligence (AI). This directive not only embraces AI's potential but also prioritizes the management of its risks. With a clear focus on safety, equity and innovation, federal agencies were tasked with safeguarding workers' rights, protecting consumers, and upholding civil rights amidst the widespread adoption of AI technologies.

In a move toward greater inclusivity and accuracy, the White House recently unveiled revisions to a federal race and ethnicity reporting standards. These updates, outlined in Statistical Policy Directive No.15 (SPD 15) mark the first significant changes since 1997 and reflect a concerted effort to modernize data collection practices across federal agencies.

The U.S. Equal Employment Opportunity Commission (EEOC) has released its Annual Performance Report (APR) for fiscal year 2023, providing insights into its efforts to promote equal employment opportunities and combat discrimination in the workplace.

The U.S. Equal Employment Opportunity Commission (EEOC) recently released the 2023 EEO-1 Component 1 Instruction Booklet, along with data file upload specifications, signaling the start of the reporting season. This annual mandate requires private sector employers with 100 or more employees and federal contractors with 50 or more employees to submit workforce demographic data. Here's a breakdown of the latest updates and how they impact employers and government contractors.