According to a press release from Office of Federal Contract Compliance Programs (OFCCP), on January 12, 2017, LexisNexis Risk Solutions, while not admitting liability, agreed to pay over $1.2 million in back pay and interest to settle claims by OFCCP that it paid women less than men in Operational Leadership roles at the Company’s Boca Raton, FL and Alpharetta, GA locations. The Company also agreed to pay $45,000 in salary adjustments to women in Operational Leadership roles at its Boca Raton, FL location. Finally, the Company agreed to review their pay policies and to conduct a compensation analysis annually through the duration of the conciliation agreement.
The Department of Justice Antitrust Division (DOJ) and the Federal Trade Commission (FTC) recently published guidance to alert Human Resources professionals of the risks of entering into agreements with competitors about employment terms and to provide guidance for safeguarding against the violations. According to the guidance, when competing employers establish “no poaching” agreements for each other’s employees, it may be a violation of U.S. anti-trust laws.
Pay equality and “living wages” continue to be an important issue in the United States. Under the Fair Labor Standards Act (FLSA) the federal minimum wage has remained the same since 2009 at $7.25 per hour. Although federal rates have yet to increase, many states have started raising minimum wage rates on their own. If a state has a minimum wage higher than the federal rate, employers are obligated to pay the higher state rate. By January 1, 2017, 29 states plus Washington, D.C. will have higher minimum wages than the federal requirement.
The 2016 election season is coming to an end. As voting day quickly approaches, it is imperative HR professionals are up-to-date on the policies of both Hillary Clinton and Donald Trump—and the impact those policies will have on the workplace. Below are some of the federal policy areas subject to change with a new president:
The U.S. Government Accountability Office (GAO) recently completed a review of the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). The GAO’s review included an assessment of OFCCP’s supply and service scheduling process, its compliance review process, and its outreach and technical assistance.
The Department of Labor has issued final regulations implementing Executive Order 13706, which will require federal contractors and subcontractors to provide up to 56 hours (7 days) of paid sick leave annually to its employees. The rule will apply to all solicitations of new contracts and replacements for expiring contracts with the federal government beginning on or after January 1, 2017.
The Equal Employment Opportunity Commission (EEOC) has finalized revisions to the Employer Information Report (EEO-1 Report) that will require most private employers to submit employee pay data to the federal government on an annual basis. Other than changing the reporting period for the EEO-1 Report, the EEOC made few changes from its original proposal, first announced in January 2016. The new requirement begins with the 2017 EEO-1 reporting cycle and will be due by March 31, 2018. Here are five things employers should know.
The U.S. Equal Employment Opportunity Commission (EEOC) today announced that starting March 2018, it will collect summary employee pay data from certain employers. The new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps. The summary pay data will be added to the annual Employer Information Report or EEO-1 report that is coordinated by the EEOC and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). OFCCP collects data from federal contractors and subcontractors.
Executive Order 13658 requires that employers with certain federal construction and service contracts pay employees performing “work on or associated with the contracts” at least the Federal Minimum Wage for Contractors. Effective January 1, 2017, the minimum wage for employees working on federal contracts increases from $10.10 per hour to $10.20 per hour.
Office of Federal Contract Compliance Programs’ (OFCCP) audits can be an overwhelming experience for federal contractors and subcontractors. But by understanding the agency’s requirements and enforcement trends, companies can be prepared. Here are three major areas OFCCP continues to focus on during audits: