Mark your calendars, October 18th, 12:30pm – 1:30pm, Chris Durham, Partner of Duane Morris LLP, Paul White, Partner of Resolution Economics, LLC, and Meredith Gregston, Counsel at Dimensional Fund Advisors, will be presenting the webinar: Intersectionality of Race and Gender in Hiring and Pay Equity Analyses.
This session is available for CLE, HRCI, and SHRM credits. A request form will need to be completed, after the webinar to receive credits.
We are excited to share this pop-up session to our members and stakeholders. If you, or a member of your team would like to offer a pop-up session, please email PILG secretary Missy Thomas.
Over the past half-century, OFCCP has helped define and defend equal opportunity in the American workplace. The origins of the agency can be traced back to President Franklin D. Roosevelt’s signing of Executive Order 8802 on June 25, 1941. Executive Order 8802 was issued to prohibit federal contractors within the defense industry from discriminating on the basis of race or ethnicity and was implemented in part on the urging of prominent civil rights leaders, most noticeably A. Philip Randolph.
On September 24, 1965, President Lyndon Johnson issued Executive Order 11246, and soon thereafter, the Secretary of Labor established the Office of Federal Contract Compliance. Executive Order 11246, enforced by OFCCP, became a key landmark in a series of federal actions aimed at ending racial, religious, and ethnic discrimination. Today, Executive Order 11246, as amended, prohibits federal contractors from discriminating based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires federal contractors to take affirmative action to advance equal employment opportunity. Contractors are also prohibited from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations. The Institute of Workplace Equality produced a historical retrospective of the history of OFCCP and Executive Order 11246 for the agency’s 50th anniversary. The video, featured at the National Civil Rights Museum in Memphis, Tennessee, can be viewed here.
To this day, Executive Order 11246 remains a major safeguard, protecting the rights of applicants and individuals employed by federal contractors, and opening the doors of opportunity through its affirmative action provisions.
OFCCP has taken several steps this year to ensure the promise of Executive 11246, as well as Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), including the release of guidance and resources:
Advancing Pay Equity Through Compensation Analysis: OFCCP issued this Directive in August 2022 to provide guidance on how OFCCP will evaluate federal contractors’ compliance with their longstanding obligation to analyze compensation systems and document compliance pursuant to 41 CFR 60-2.17(b)(3) and clarify OFCCP’s authority to access and review documentation of compliance.
OFCCP Contractor Portal: The Contractor Portal is a new platform where covered federal contractors and subcontractors must certify, on an annual basis, whether they are meeting their requirement to develop and maintain annual AAPs.
HIRE Initiative: OFCCP and the U.S. Equal Employment Opportunity Commission launched this joint initiative to reimagine hiring and recruitment practices in ways that advance equal employment opportunities and help provide access to good jobs for workers.
OFCCP conducts neutrally scheduled compliance evaluations to determine whether contractors are complying with the requirements established by Executive Order 11246, Section 503, and VEVRAA. From 2011 through 2021, OFCCP has obtained $206.5 million in total financial remedies for more than 270,000 federal contractor workers.
In addition, the agency is committed to providing contractors with compliance assistance and outreach, as well as resources. Contractors can find more information about our compliance assistance resources on our website at https://www.dol.gov/agencies/ofccp. We also conduct outreach to educate workers and applicants about their workplace rights.
OFCCP will continue to work tirelessly to eliminate workplace discrimination and will collaborate with federal contractors and stakeholders to build more inclusive and equitable workplaces.
The Office of Federal Contract Compliance Programs (OFCCP) has issued a revision to the existing Functional Affirmative Action Programs (FAAP) Directive. Directive 2013-01, Revision 3 establishes policies and procedures for requesting, modifying, and renewing FAAP agreements.
The revised Directive provides clarification regarding procedural requirements, in addition to minor language and formatting changes, that continue to provide for a FAAP process that is efficient, fluid, and collaborative. Any contractor that enters a FAAP agreement or modifies or renews current agreement on or after the effective date is subject to the revised Directive.
Click HERE for the bulletin about the revised directive.
Click HERE for additional information, including FAAP FAQs and contact information.
On August 18, 2022, OFCCP issued a revised Directive addressing contractors’ regulatory obligation to evaluate compensation systems for discrimination and how the agency will assess compliance with that requirement. The Revised Directive represents a retreat from the Agency’s prior position on OFCCP access to, and the potential attorney-client privilege associated with, internal pay equity analyses.
During this webinar, Counsel to the NILG Board and members of the NILG’s Advisory Council will review the history of OFCCP’s everchanging directives on analyzing compensation, explain the critical aspects of the Revised Directive, and discuss best practices contractors can undertake in response.
WHEN: Wednesday, October 19, 2022 2:00 PM Eastern Time (US & Canada)
The U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) is hosting an extremely important virtual webinar focusing on strategies and resources available to increase the representation of females and minorities in STEM education and employment.
Date: September 20, 2022
You will hear dynamic presentations from two higher education institutions, Norfolk State University (Historically Black University) and the University of Maryland Baltimore County (UMBC) as well as a nationally based non-profit community organization, Girls Inc. The presenting organizations execute highly touted and innovative STEM programs and initiatives designed to bridge the gender and racial STEM divide.
If you are a community-based organization, educational institution, educational professional, federal contractor, private employer, job seeker, and/or student with STEM education and career aspirations then you should attend.
Upon registration, you will receive a link to join the event two days before the scheduled event. Feel free to submit any questions ahead of time to Sean Lindsey, Mid Atlantic Regional Liaison, Outreach & Education at firstname.lastname@example.org.
The Office of Federal Contract Compliance Programs (OFCCP) Midwest Region in partnership with Ohio Department of Rehabilitation and Correction (ODRC) and U.S. Equal Employment Opportunity Commission (EEOC) Cleveland Field Office presents this webinar that is designed to address workplace issues related to arrest and conviction and eliminate the stereotypes and barriers to both the recruiting and hiring of restored citizens.
After registering, you will receive a confirmation email containing information about joining the webinar. If you have any questions, please contact Tonya Lennox at Tonya.Lennox@eeoc.gov or Marcel Baldwin at Baldwin.Marcel.D@dol.gov
Click HERE for details for this webinar opportunity.
The Office of Federal Contract Compliance Programs (OFCCP) has updated its guidance for educational institutions. Educational institutions will now register through the OFCCP Contractor Portal using their Integrated Postsecondary Education Data System (IPEDS) unique identification number (UNITID or IPEDS ID) and Employer Identification Number.