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The world of employment law continues to change. For HR, staying informed about employment law changes and their implications is crucial. One of the most significant changes has been the rescission of Executive Order 11246, which impacts non-discrimination policies for federal contractors and government-related employers.  

OutSolve, a leading provider of employment solutions announces today its acquisition of Houston-based Federal Wage and Labor Law Institute (FWLLI), a labor law compliance company that makes it easy for businesses to manage and comply with ever-changing labor law poster requirements.

Join OutSolve on Wednesday, January 24, to discuss what the future of OFCCP compliance will look like in 2024 and beyond. OutSolve CEO and Founder, Jeremy Mancheski, and Sabine Pauyo, Sr. Sales Consultant, will provide valuable insights into pivotal shifts in federal compliance which you need to know. Register now for this webinar to be part of the conversation.

The Office of Federal Contract Compliance Programs (OFCCP) has recently made significant updates to its Frequently Asked Questions (FAQs) sections, particularly concerning federal contractors engaged in construction projects. These updates clarify compliance obligations when one contract covers both Construction and Supply and Service work.

In the realm of federal contracting, adherence to affirmative action regulations is not just about implementing policies but also about meticulous record-keeping. The Office of Federal Contract Compliance Programs (OFCCP) mandates that federal contractors and subcontractors maintain comprehensive employment and personnel records. This requirement is a cornerstone of compliance reviews and is crucial in demonstrating adherence to affirmative action laws.

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees. 

The Office of Management and Budget (OMB) approved OFCCP’s changes to the complaint intake procedures to simulate the Equal Employment Opportunity Commission’s (EEOC) two-step complaint process on June 30, 2023. The OFCCP will update systems by October 31, 2023 to accept complaints in additional languages to accommodate a diverse range of individuals.

The Department of Labor has recently unveiled a final rule, titled "Pre-enforcement Notice and Conciliation Procedures," which aims to modify the existing rule by the Office of Federal Contract Compliance Program (OFCCP) called "Nondiscrimination Obligations of Federal Contractors and Subcontractors: Procedures to Resolve Potential Employment Discrimination" which took effect December 10, 2020. Additionally, the agency has developed a crosswalk to compare the 2020 rule with the anticipated 2023 rule. The 2023 final rule has been specifically designed to provide the OFCCP with a more streamlined, efficient, and flexible process in order to effectively investigate cases of discrimination.

One significant change brought about by this rule is the removal of the previous definitions of "qualitative and quantitative evidence." This allows the OFCCP to pursue cases that hold potential merit. Furthermore, it enables the agency to share discrimination-related findings with contractors during various stages of the compliance evaluation process, giving them an opportunity to respond.

Here are the key changes introduced by this new rule:

1. It provides clarification on the "reasonable efforts" standard that the OFCCP must adhere to when attempting to achieve compliance through conciliation.

2. It establishes the requirement to use the Pre-determination Notice (PDN) in cases where preliminary findings of potential discrimination are identified.

3. It eliminates the need for the OFCCP Director or acting agency head to approve the PDN prior to its issuance. However, the current procedure of the OFCCP necessitates a review by the national office.

4. It reinstates the 15-calendar day response period for the PDN, with the possibility of extensions for valid reasons.

5. It retains the option of expedited conciliation.

6. It permits the OFCCP to identify additional violations through subsequent Notice of Violations (NOV) or Show Cause Notices without requiring amendments to the PDN or original NOV.

7. It establishes that the OFCCP can issue Show Cause Notices without initially providing a PDN or NOV in cases where the contractor has denied access to premises, records, witnesses, or other relevant information.

These changes are aimed at enhancing the effectiveness and efficiency of the OFCCP's efforts in combating employment discrimination.

The OFCCP issued a press release on the rule. 

Staying informed of OFCCP's changes to the process for investigating discrimination is crucial for all federal contractors. The changes noted above will impact the way the OFCCP will conduct compliance evaluations and communicate findings. OutSolve stands ready to assist in these reviews. For further information on how OutSolve can help you stay compliant and reduce risks, please contact us. 

The mission of the ADA and Section 503 is to help employers build more equitable, inclusive organizations that value the contributions of individuals with disabilities.The Americans with Disabilities Act (ADA) was passed 33 years ago to protect individuals with disabilities against discrimination in their public life, including jobs, schools, transportation, and all public and private places. Government contractors are obligated to adhere to both the ADA and Section 503 of the Rehabilitation Act of 1973. Section 503 prohibits federal contractors from discriminating against individuals with disabilities and requires affirmative action programs to recruit, hire, promote and retain individuals covered by the act.