by Kate Grado
The Office of Federal Contract Compliance Programs (OFCCP) in the Department of Labor recently finalized a new rule affecting the nondiscrimination and affirmative action obligations of federal contractors and subcontractors. The new rule, which is effective on March 24, 2014, includes changes to the requirements surrounding equal opportunity clauses, invitations to self-identify, affirmative action plans, and documentation and recordkeeping. The new rule also mandates new data collection requirements, hiring benchmarks, and utilization goals.
Not sure if you are a federal contractor or subcontractor?
The OFCCP asserts jurisdiction over a broad reach of businesses and organizations. Both federal contractors and subcontractors—businesses that perform work for a federal contractor that is related to and necessary for the performance of a federal contract—are potentially subject to some or all of the laws enforced by the OFCCP.
For more information about whether your business is a federal contractor or subcontractor subject to the laws enforced by OFCCP, feel free to contact our office or visit the Department of Labor’s website at: //www.dol.gov/elaws/esa/ofccp/determine.asp.