In addition to proposed minimum-wage regulations, a number of items warrant employer attention from an active regulatory agenda.
On April 6, the president ordered the U.S. Department of Labor (DOL) to refocus on compensation issues in the workplace, indicating continued support for investigation of unfair pay practices. The Office of Federal Contract Compliance Programs (OFCCP) was instructed to develop a new compensation data collection tool for federal contractors and subcontractors by September 15, 2014. The notice of proposed rulemaking (NPRM) for the compensation tool should be released in August 2014.
Breaking new ground, the president has called for an executive order to expand discrimination protections to the lesbian, gay, bisexual, and transgender (LGBT) community, likely to mandate EEO policy changes. Plans to update the sex discrimination guidelines for the first time in 30 years to reflect current standards are also in the works. The NPRM on these regulations is scheduled for release in August of 2014. The OFCCP also plans to revise regulations governing construction contractors’ race and gender affirmative action obligations to better measure contractor success in placing minorities and females in the construction industry. The OFCCP is scheduled to publish the NPRM in January of 2015.
If you have any questions about Affirmative Action, contact Sandra Harrison or Melinda Sanders of MSEC’s Affirmative Action Planning Services at 800.884.1328 or email@example.com.