Issues regarding pay equity have been front of mind for the Office of Federal Contract Compliance Programs (“OFCCP”) this year, as evidenced by the agency’s promise to “redoubl[e] its efforts” to ensure that government contractors are complying with the compensation evaluation portion of their affirmative action programming.
In this video, Alex Bluebond discusses the Office of Federal Contractor Compliance’s (OFCCP) new directive on pay equity audits.
In 2021, the District of Columbia passed a “Ban on Non-Compete Agreements” (the “Ban”) purporting to ban most non-compete agreements, except in connection with the sale of a business.
Sighs of relief due to newfound clarity about whether they were required to quickly implement a vaccinate-or-test policy, coupled with off-pitch renditions of Taylor Swift’s Stay Stay Stay were likely heard from the offices of large employers Thursday afternoon, January 13, 2022, after the Supreme Court’s decision to temporarily stay the Occupational Safety and Health Administration’s (“OSHA”) COVID-19 Vaccination and Testing Emergency Temporary Standard (“ETS”) was released.
A federal contractor and/or subcontractor that has at least 50 employees, and a federal contract of $50,000 or more, is required to develop, update annually, and maintain a written Affirmative Action Plan (“AAP”).
The White House has announced that the requirement for covered employees at covered federal contractor workplaces to be fully vaccinated under the Safer Federal Workforce Task Force Guidance for Federal Contractors and Subcontractors (the “Contractor Guidance”) has been extended to January 4, 2022.
We all know that April showers bring May flowers, but this year April showers might have also brought more unions. Last week, President Biden, through an executive order, created the Task Force on Worker Organizing and Empowerment (the “Task Force”).
On April 27, 2021, President Biden issued an executive order (the “Order”) increasing the minimum wage for Federal Government contractors and subcontractors from $10.95 per hour to $15.00 per hour.
On March 15, 2021, the District of Columbia’s new “Ban on Non-Compete Agreements Amendment Act of 2020” is projected to pass Congressional review and become law.
A recent decision out of the Armed Services Board of Contract Appeals serves as a useful reminder that the rules regarding apparent authority in contracting apply differently to government employees than to government contractors.