outsolve insights

The information provided herein is for general informational purposes only and does not constitute legal advice. This content reflects analysis of publicly available court filings and executive orders. 

Key implications of the February 21, 2025 injunction and what’s next for federal contractors, universities, and corporations 

Recent changes in federal regulations regarding affirmative action have left many employers wondering what is going on with their other federal obligations. What regulations and reporting requirements does my organization still need to comply with? 

Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) are two laws that remain in effect and must be complied with if you meet the minimum thresholds. 

In today's evolving workplace landscape, two crucial federal laws continue to play a significant role in promoting equality and opportunity: Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). Let's dive into what these laws entail and why they matter. 

Federal contractors are facing a new compliance horizon with the rescission of EO 11246. As regulatory expectations change, it's critical for HR professionals to understand the distinctions between Diversity, Equity, and Inclusion (DEI), Affirmative Action, and Non-Discrimination in Employment- terms that carry significant weight in compliance discussions. OutSolve is here with a webinar to help you break down these differences and get your questions answered.

A lot has happened in the federal contractor community since the Inauguration on January 20, 2025. OutSolve founder and CEO, Jeremy Mancheski, and Senior Vice President of Operations, Vickie LeNormand, sat down to break down what has happened and what it means for you.  

Jeremy has been in the industry for more than 30 years and urges all to think of these changes as “a whole bunch of headlines, without a lot of story.”

This statement is from the foremost leading firms in affirmative action compliance. These organizations have supported federal contractors for over two decades. Through this statement, these firms offer expert guidance on how to navigate new requirements under Executive Order, Ending Illegal Discrimination and Restoring Merit-Based Opportunity.

On January 21, 2025, President Trump issued a new executive order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” bringing significant changes to the affirmative action obligations of federal contractors and subcontractors. This directive shifts the focus from traditional affirmative action mandates to emphasizing anti-discrimination and merit-based practices. Its objective is to uphold federal civil rights laws through anti-discrimination enforcement.