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.
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, 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.
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.
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.
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.
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.
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.
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.