In the last three weeks alone, OFCCP has issued two significant Directives and a notice of proposed rulemaking, signaling its intent to be far more aggressive and less transparent.
Office of Federal Contract Compliance Programs issued new directive implements both procedural and substantive changes OFCCP compliance evaluations signal that the agency will act more aggressively to identify and prosecute alleged discrimination in its compliance audits.
On March 31, 2022, the Office of Federal Contract Compliance Programs (OFCCP) issued its second Directive, No. 2022-02, of the Biden Administration. The new Directive implements both.
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It’s hard to keep up with all the recent changes to labor and employment law. While the law always seems to evolve at a rapid pace, there have been an unprecedented number of changes for the past few years and this past month was no exception.
In fact, there were so many significant developments taking place during the past month that we were once again forced to expand our monthly summary well beyond the typical “Top 10” list. In order to make sure that you stay on top of the latest changes, here is a quick review of the Top 13 stories from last month that all employers need to know about:
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In an announcement sure to please many federal contractors, the Office of Federal Contract Compliance Programs (OFCCP) just declared that it is amending its 2020 Corporate Scheduling Announcement Letter (CSAL) list to remove all establishments previously selected to receive promotion, VEVRAA, and Section 503 focused reviews and compliance checks. What do federal contractors need to know about this March 2 development?
The audits now scheduled only include the previously scheduled 500 compliance reviews, which encompass establishment-based compliance reviews, Corporate Management Compliance Evaluation (CMCE) reviews, Functional Affirmative Action Program (FAAP) reviews, and university reviews.