Our comments to OFCCP in response to the agency’s announced intent to revise its compliance evaluation “Scheduling Letter” question whether a projected 35% increase in the burden imposed on federal contractors will make the audit process more “effici

OFCCP has posted a new Corporate Scheduling Announcement List identifying 500 federal contractor establishments that it intends to audit in the near future. Unlike the essentially random methodology employed in generating previous CSALs, OFCCP is exp

CWC has filed written comments with OFCCP asking the agency to relax its rigid requirement that federal contractors must use the agency’s prescribed disability self-ID Form CC-305 despite ample evidence that the form is not effective in encouraging i

But for a handful of new initiatives, the biggest change in the Biden Administration’s latest semi-annual regulatory agenda from its predecessor is a push back in estimated completion dates for items previously listed.

MEMBER FEEDBACK REQUESTED. In a continuing sign that the Biden Administration believes a company’s labor law compliance should be taken into account in awarding federal contracts, it has instructed the major federal contracting agencies to designate

A new law approved by the last Congress shortly before it adjourned expands the 2010 “Break Time for Nursing Mothers Act” to cover executives, managers, and professionals who were previously exempt from the law’s protection.

The six new conciliation agreements with financial terms posted by OFCCP since the beginning of the agency’s 2023 fiscal year represent a notable increase over the same period last year.

According to final Fiscal Year 2022 enforcement numbers available from the Department of Labor, there was a drop of more than 25% in audits completed by OFCCP and a more than 50% decrease in audits scheduled by the agency as compared to the previous

MEMBER FEEDBACK REQUESTED. Our recent members-only roundtable featured a robust discussion of proposed changes that OFCCP wants to make to its compliance evaluation Scheduling Letter and Itemized Listing, with participants expressing concern regardin

CWC has filed written comments with the Department of Labor urging the agency to retain the 2021 regulations that articulate the test used for classifying a worker as an employee or an independent contractor under the Fair Labor Standards Act.

With the results of the 2022 mid-term elections now in, CWC has dusted off its crystal ball to take a look at what the changed political dynamic might mean for employment policy issues.

CWC members that filed an objection to OFCCP’s planned FOIA release of their EEO-1 reports may want to reconfirm with the agency that an objection was filed. Our memo explains why.

MEMBER FEEDBACK REQUESTED. OFCCP is proposing some minor changes to the form (CC-305) it requires federal contractors to use to allow individuals to voluntarily self-ID their disability status. CWC plans to submit comments with OFCCP urging further i

MEMBER FEEDBACK REQUESTED. Less than ten years after OFCCP made extensive changes to its scheduling letter and accompanying “itemized listing” that required federal contractors to submit substantially more data, the agency is proposing to do so again

The Labor Department recently announced the winners of this year’s HIRE Vets Medallion Awards, given to companies that demonstrate exemplary efforts in recruiting, employing, and retaining veterans. As was the case last year, we are once again please

Now that OFCCP is requiring federal contractors to post the EEOC’s new “Know Your Rights” poster, we thought it would be helpful to update our guide on all current OFCCP posting requirements.

As is often the case, OFCCP announced a large batch of financial settlements negotiated during the last month of its fiscal year ending on September 30. Our memo provides a brief summary of each settlement.

In response to recent developments regarding the public disclosure of EEO-1 data, CWC has revised the confidentiality disclaimer that we include on our model self-identification form.

As expected, OFCCP has informed federal contractors that they must begin using the EEOC’s new “Know Your Rights” poster to replace the familiar “EEO is the Law” poster and poster supplement that contractors have been using for years to meet OFCCP pos

The EEOC has issued a new “Know Your Rights” poster to replace the familiar “EEO is the Law” poster that employers have used for years to meet EEOC and OFCCP notice requirements.

We expected the Biden Administration’s Labor Department to be more aggressive in filing formal OFCCP-related administrative lawsuits, but that hasn’t been the case until now. Things may be changing, however, as our memo explains.

MEMBER FEEDBACK REQUESTED. As expected, the Labor Department has proposed new interpretive regulations under the Fair Labor Standards Act that would weigh heavily in favor of an employee versus independent contractor classification determination.

As expected, the Biden Administration has terminated the Trump-era IRAP system, illustrating both the influence that organized labor wields with the Administration and the difficulty of implementing innovative changes to the government’s entrenched j

Two different Presidential Executive Orders set a higher minimum wage rate on certain government contracts depending on when the contract was executed. Pursuant to an escalator clause contained in each E.O., the minimum wage rate under each will incr

The fourth virtual roundtable held in conjunction with the joint “HIRE” initiative launched by the EEOC and OFCCP earlier this year featured presentations by a panel of witnesses pointing out potential discriminatory barriers created by employers’ us