The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has set a new benchmark for the Vietnam Veterans' Readjustment Assistance Act (VEVRAA) hiring requirements in 2024. This benchmark is crucial for federal contractors and subcontractors to measure their progress in ensuring equal employment opportunities for protected veterans. Let's delve into what this means for contractors and how they can navigate these changes effectively.

Discussions surrounding gender disparities in various aspects of life have become increasingly prevalent. One critical area where these disparities manifest is in income distribution. On March 12, 2024, the Equal Employment Opportunity Commission (EEOC) released a data dashboard featuring the 2017 and 2018 EEO-1 Component 1 pay data. Although not current, this data provides valuable insights into the persistent challenges faced by women in the workforce, shedding light on a reality that demands immediate attention and action.

In the pursuit of fair and equitable compensation practices, jurisdictions worldwide are implementing new laws to promote pay transparency and combat wage disparities. These legislative initiatives aim to address historical inequalities by prohibiting employers from inquiring about an applicant's salary history, disclosing salary ranges in job postings, and restricting the use of pay history in determining compensation. As we delve into the overview of three jurisdictions' upcoming pay transparency laws set to take effect in 2024, we'll examine the specifics of these regulations and their implications for employers and job seekers alike. 

Illinois employers, mark your calendars! The clock is ticking for businesses with 100 or more employees in Illinois as of December 31, 2023, who are required to file an annual Employer Information Report EEO-1 with the U.S. Equal Employment Opportunity Commission (EEOC). By March 24, 2024 these employers must obtain an Equal Pay Registration Certificate (EPRC) to ensure compliance with state regulations.

The Office of Federal Contract Compliance Programs (OFCCP) has unveiled a suite of new resources aimed at fostering understanding and compliance with the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). VEVRAA mandates federal contractors and subcontractors refrain from discriminatory employment practices against veterans and take proactive steps to ensure equal employment opportunities for protected veterans.

The Office of Federal Contract Compliance Programs (OFCCP) has unveiled significant changes in its approach to auditing construction contractors, aiming to prioritize systemic discrimination investigations. This move marks a substantial shift in the regulatory landscape for the construction industry.

Each year, employers with 100 or more employees and federal contractors/subcontractors with 50 or more employees must file an EEO-1 report with the Equal Employment Opportunity Commission (EEOC). The 2023 EEO-1 Component 1 data collection portal will open on Tuesday, April 30, 2024 and close on Tuesday, June 4, 2024. The data supplied is used by the EEOC and other government agencies for enforcement and research. Filing the report is a legal obligation and is not voluntary. 

In a concerted effort to address disparities and promote fairness in the workplace, the US Department of Labor (DOL) recently unveiled updates to its Equity Action Plan (EAP) for 2023 (DOL press release). Among the notable aspects of this update are specific action items concerning the Office of Federal Contract Compliance Programs (OFCCP) underscoring the agency's commitment to fostering inclusivity and combating discrimination within federal contractor workplaces.

In a recent development concerning the disclosure of EEO-1 reports, the Office of Federal Contract Compliance Programs (OFCCP) filed a Notice of Appeal following an adverse court ruling. As previously reported, OFCCP was directed to release these reports of federal contractors, which it had previously withheld from production in response to a Freedom of Information Action (FOIA) request from the Center for Investigative Reporting.

As the 2023 California pay data reporting cycle commences, a recent enforcement action by the California Civil Rights Department (CRD) serves as a stark reminder of the consequences for employers who fail to comply with mandated reporting requirements.