Workers Receive over $520 Million in FY18

Posted by Cheryl Boyer, SPHR, SHRM-SCP, Vice President of Client Services on November 21 2018

In their fiscal year 2018 reports, the EEOC and OFCCP report combined monetary settlements of $521 million to victims of workplace discrimination. It was reported that $505 million in funds were paid to settle EEOC complaints, benefiting almost 68,000 people. An additional $16.4 million was paid to 12,000 workers based on findings by the OFCCP, primarily in the area of compensation violations.

Scary Audit Stories

Posted by Sonia Chapin, SPHR, SHRM-SCP on October 26 2018

Just in time for Halloween, OFCCP has been busy with what some may think are scary activities. Contractors with locations on the latest CSAL list are beginning to receive the initial phone calls to schedule their compliance reviews. The scheduling letters were said to start being mailed out on October 22, 2018.

Hope Solo Strikes Again at the Women’s Pay Gap

Posted by Suzanne Keys, SPHR, SHRM-SCP, HR Consultant on August 31 2018

Hope Solo, a former goalkeeper for the U.S. women’s national soccer team, has filed a lawsuit in California Federal Court against the U.S. Soccer Federation for violating the Equal Pay Act.

Cosmetics Maker Settles Sex Discrimination Lawsuit

Posted by Michiko Clark, Associate HR Consultant on August 1 2018

The EEOC recently announced a settlement with the cosmetics maker Estée Lauder for $1.1 million. The cosmetic giant was charged with discriminating against male employees by providing less paid leave and related benefits after the birth or adoption of a new child, than what was provided to female employees.

GAO Recommends Changes To Enforcement in Technology Industry

Posted by Cheryl Boyer, SPHR, SHRM-SCP, Vice President of Client Services on February 2 2018

Recently, the Government Accountability Office (GAO) issued a report recommending changes to improve U.S. Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) enforcement processes when monitoring equal opportunity employment and affirmative action compliance in the technology industry.

Important EEO-1 Update!

Posted by Cindy Karrow, SPHR, SHRM-SCP, Senior HR Consultant on January 22 2018

The 2017 EEO-1 reporting process keeps evolving—recent guidance provided by EEOC has implications for multi-location contractors and those who place employees at client sites. The 2017 guidance from the EEOC indicates that companies should file an EEO-1 for employees working at a client site using the client’s address.

Extending Employment Opportunities to Protected Veterans

Posted by Cindy Karrow, SPHR, SHRM-SCP, Senior HR Consultant on November 10 2017

Veterans Day, originally known as Armistice Day, was first celebrated November 11, 1919, on the first anniversary of the end of World War I. November 11 officially became a national holiday in 1938.

Minimum Wage Under Executive Order 13658 Increased to $10.35

Posted by Cheryl Boyer, SPHR, SHRM-SCP, Vice President of Client Services on October 2 2017

The minimum required wage for certain federal contractors and subcontractors will increase on January 1, 2018, from $10.20 to $10.35 per hour. Executive Order 13658 requires employers with certain federal contracts pay employees performing work on or associated with the contracts to be paid at least the federal minimum wage for contractors.

DOL Appeals ALJ’s Ruling in Google Compensation Data Fight

Posted by Brian LaCour on September 12 2017

On Wednesday, August 23, 2017, the Office of Federal Contract Compliance Programs (OFCCP) filed an appeal with the Administrative Review Board (ARB), officially challenging a recent decision denying the agency access to some of the documents it sought as part of its highly-publicized review of the compensation practices at Google Inc.’s headquarters location.

ALJ Hands Google a Partial Victory in Battle with DOL Over Access to Broad Pay Data

Posted by Brian LaCour on July 21 2017

On July 14, 2017, Administrative Law Judge (ALJ) Steven Berlin issued a recommended administrative decision in the publicity-generating case between Google and the Office of Federal Contract Compliance Programs (OFCCP). For those who have been following along, you know OFCCP sued Google in early January for access to additional employee pay data and employee contact information for more than 20,000 employees as part of a routine compliance review of Google’s headquarters.