Looking in the Crystal Ball of HR Requirements

A number of Executive Orders (EO) signed by President Obama could be on the chopping block under the new administration. EO impact mostly employees for federal contractors. Other DOL regulations are likely to see changes too. Here’s a review of the regulations which were born under the Obama administration and my assessment of their future. Executive Orders likely to remain unchanged. Based on its populist agenda and a push for better opportunities in favor of American workers, the Trump administration is likely to maintain: Non-displacement of qualified workers under service contracts (EO 13495). This gives employees working on federal contracts …

View Post

New 2017 Compliance Requirements For Federal Contractors

Last February, I shared what was on the horizon for federal contractors in 2017. At the time, 2017 seemed like a long ways away. But here we are: in the first days of the new year. These new requirements for federal contract employers are the law, at least for now. The paid sick leave requirement is now in effect. Employees on federal contracts will earn up to 56 hours of paid sick leave per year. The leave is accrued at the rate of 1 hour of paid leave for every 30 hours worked on federal contracts. The leave can also be …

View Post

Federal Contractors’ Obligations With Prevailing Wage and Fringe Benefits

Unique compensation requirements apply to federal contractors. In the construction sector, the Davis Bacon Act (DBA) requires covered contractors and subcontractors to pay a specific prevailing wage and fringe dollars for each hour an employee works on a covered job site. The regulations are difficult to understand for the non-initiated. Luckily, Lind Sawyer of Capital Strategies can make the confusing understandable. Here’s my conversation with Lind who was educating me on the finer points of the regulations. This could be illuminating for you too! Anne-Lise Gere, SPHR – What are the risks of not complying with prevailing wage and fringe …

View Post

OFCCP Focus On Gender Equality

In June 2016, the Office of Federal Contract Compliance Programs (OFCCP) issued a final rule updating its sex discrimination guidelines. This final rule is brings OFCCP requirements in line with other federal legislation protecting against sex discrimination (Title VII and the EEOC’s interpretation of Title VII). It extends the prohibition of sex discrimination to include gender identity, transgender status, and sex stereotyping. There is no small business exception. The Final Rule takes effect in less than a month, on August 15, 2016. Because the Final Rule aligns with existing legislation and Executive Orders, most contractors are already compliant with its …

View Post

Ban-The-Box, Pot, Guns and More – DC Employers Are Busy

The field of employment regulations is in full bloom in Washington D.C. These regulations are different from what’s required “across the border”, in Maryland and Virginia. If you have employees based in the District, you want to pay attention! Even if you do not have employees in the District, keep an eye on what’s happening. New regulations introduced by DC City Council are harbinger of federal regulations. Case in point, DC introduced a Wage Transparency Act in March 2015. A similar requirement was introduced by the OFCCP earlier this year. For more on this, read my article published earlier this year. Ban-the-Box – …

View Post

Federal contractors cannot ignore D.C. regulations

Although most federal contractors are based outside of the Beltway, many have a presence in Washington D.C. If you are a federal contractor but do not have employees in the District, pay attention to what’s happening in DC. New regulations introduced by D.C. City Council are harbinger of federal regulations. Case in point, D.C. introduced a Wage Transparency Act in March 2015. A similar requirement was introduced by the OFCCP earlier this year. For more on this, read more about it here. Of course, if you only have a handful of D.C.-based employees, you can’t afford to ignore the rules. …

View Post

OFCCP Compliance – Audit Your Employment Webpage

Nothing sinks the stomach of a federal contractor faster than receiving the dreaded “Your facility has been selected for a compliance review by the OFCCP.” For those who have been in the federal contracting field long enough, the dread has only increased with many new compliance requirements. See our previous articles detailing enacted in 2015 and this year. The Careers section of an employer’s website is accessible to any who cares to search for it. It means OFCCP auditors can easily access it too. Use this checklist to make sure your website is in compliance. EEO Tag Line Most employment website …

View Post

More Compliance Requirements Expected In 2017

I know, 2017 sounds like it is a long ways away. And yet it’s only 10 months away! Federal contractors adapted to many new compliance requirements in the last two years and it’s not over. 2017 promises to bring more novelties, unless the political landscape changes with the outcome of the presidential elections next November. However, most experts in the federal contracting world don’t think these issues are going to go away. That’s why federal contractors can’t afford to ignore the implementation of paid sick days, Equal Pay reporting, and the possible reporting on their own workplace violations in large contracts. …

View Post

What’s New in 2016 For Federal Contractors

In a previous article, I wrote about the new requirements 2015 brought federal contractors in employment compliance: a new minimum wage was implemented and protected categories were expanded (to include LGBT) and modified concerning the disabled and veterans. However, 2015 was only a harbinger of more changes for 2016. The focus in this new year is on pay. Pay transparency is happening in a few days and the Equal Pay report, when implemented, will create a whole new reporting industry! Pay Transparency This is a new rule will take effect Jan. 11, 2016 for covered federal contractors. The pay transparency rule applies …

View Post

2015 – What A Year For Federal Contractors!

2015 was a very active year on the front of employment regulations for federal contractors. After years of “business as usual”, the Obama administration launched nine executive orders imposing substantial new obligations on employers contracting or subcontracting with the federal government.Let’s take a closer look at the new requirements 2015 brought in for federal contracting employers. Minimum wage for federal contractors This requirement was instituted in 2015 and the minimum wage will increase to $10.15 on January 1, 2016.  The wage requirement applies to new and replacement contracts construction contracts covered by the Davis-Bacon Act (DBA) and service contracts covered by …