Contact Shea Geyer at sgeyer@littler.com
Federal contractors are required to comply with multiple highly nuanced rules relating to affirmative action, recordkeeping, pay equity, and non-discrimination. These rules are enforced by the Office of Federal Contract Compliance Programs (OFCCP), an agency that has been very successful in recovering substantial monetary awards from contractors and obtaining other relief, which can include contractor debarment.
Under the leadership of a new and highly energized director, OFCCP's enforcement of its rules and its approach toward contractor audits are changing dramatically. In less than a year, OFCCP has issued eleven new important directives that contractors (including Missouri and Kansas corporations) need to consider as part of their compliance efforts and more changes are on their way. In March 2019, OFCCP published a list notifying contractors of 3,500 establishments, encompassing 1,208 companies that it intends to audit. For some contractors, these changes may make compliance more meaningful and even less costly. Other contractors, however, may face higher costs and increased risks.
This session, led by Littler attorneys who focus on federal contractor affirmative action programs and other OFCCP employer requirements, will cover these new developments including specific recommendations for action. Among the issues to be discussed will be OFCCP's new directives involving pay equity, focused reviews, AAP verification, contractor recognition, and religious exemptions. We will also discuss audit trends, the agency's expectations regarding affirmative action for the disabled, best practices for promoting diversity and inclusion, tips for preparing for an OFCCP audit and Littler's new tools for supporting affirmative action and employee equity compliance efforts.
An update will also be provided to address EEO-1 reporting, including the recent guidance provided by the Commission. Employers, including federal contractors, with 100 or more employees are required to submit additional information on compensation paid and hours worked by their employees in 2017 and 2018. This so called Component 2 data will have to be filed by September 30, 2019.
Registration and Breakfast: 8:00 - 8:30 am
Program: 8:30 - 10:30 am
Speakers
