On September 11, 2015 the Office of Federal Contractor Compliance Programs (OFCCP) published its Final Rule on Pay Transparency, which implements the Non-Retaliation for Disclosure of Compensation Information Executive Order which was signed by President Obama on April 8, 2014. The Final Rule takes effect on January 11, 2016.
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President Signs Executive Order (on Labor Day) Requiring Federal Contractors To Provide Paid Sick Leave to Employees
DOL and FAR Council Extend Comment Period for Second Time for Guidance and Regulations Implementing Fair Pay and Safe Workplaces Executive Order
In July 2014, President Obama signed the Fair Pay and Safe Workplaces Executive Order ("Executive Order"), which "seeks to increase efficiency and cost savings in the work performed by parties who contract with the Federal Government by ensuring that they understand and comply with labor laws. In particular, the Executive Order applies to contracts in excess of $500,000 and requires contractors to disclose labor violations within the past three (3) years. In addition, procuring agencies will need to take violations into consideration in determining whether to award a contract.
In our prior blog post titled Compensable Time: Do Employers Have To Pay Employees For Time Spent Going Through Security, we reported that the United States Supreme Court had just heard oral arguments in the case of Busk v. Integrity Solutions, Inc., a Ninth Circuit case that presented the question of whether employers are required to compensate employees for the time spent going through security (in Busk, the security screenings were post-shift screenings that all employees were required to complete before leaving the premises). Yesterday, in a unanimous decision, the Supreme Court held that under the Fair Labor Standards Act (FLSA), time spent by employees waiting to undergo and undergoing security screenings is not compensable.
Holomua Consulting Group would like to say thank you to all Veterans and Active Duty Service Members for your service to our Country. Since it is Veterans Day, we thought it appropriate to report on a topic related to Veterans. On September 25, 2014, the Veterans' Employment and Training Service (VETS) of the U.S. Department of Labor issued its Final Rule revising the reporting requirements for federal contractors and subcontractors under the Vietnam Era Veterans' Readjustment Act of 1974 (VEVRAA). Practically speaking, the actual reporting aspect of the Final Rule, which became effective on October 27, 2014, does not have an impact on contractors until the 2015 Reporting Period (August 1 - September 30, 2015) Nonetheless, it is helpful for federal contractors to be aware of the changes effected by the Final Rule, as it may have an impact on contractors' current data collection practices.