OFCCP Compliance Issues: Ever-Increasing Employment Obligations on Federal Contractors
In this two hour live webcast, a panel of thought leaders and seasoned professionals assembled by The Knowledge Group will help employers, workers, and business organizations better understand the wide array of new employment-related obligations being imposed on federal contractors by various executive orders and regulations enforced by the Office of Federal Contract Compliance Programs (OFCCP).
Key topics include:
- Increasing Employment Opportunities for Veterans and Disabled Individuals
- Ensuring Pay Transparency in the Workplace
- OFCCP's Compensation Standards
- Protecting LGBT Rights
- Self-Reporting of Civil Rights, Safety and Wage and Hour Violations
- Restricting Arbitration of Employment Disputes
- Raising the Federal Minimum Wage
Brett E. Coburn, Partner
Alston & Bird LLP
- Non Compensation Matters
- Rehabiliation Act section 503, Vevraa
- Minimum wage
- July 31, 2014 Executive Order requires companies seeking new contracts with the federal government, in which the estimated value of the contract exceeds $500,000, to disclose any labor law violations against the company in the preceding three years relating to civil rights, safety and health, collective bargaining, wage and hour, and family and medical leave obligations.
- July 2014 Executive Order further requires covered employers to disclose information necessary for employees to verify the accuracy of their pay checks.
Debra Steiner Friedman, Member
- Pay gap persists for women and minorities.
- Almost half of all workers report that they are prohibited from or discouraged from discussing their own compensation with colleagues.
- April 8, 2014 Executive Order prohibits the federal contracting community from discriminating or retaliating against employees for discussing their compensation. Proposed regulations on this issue are very broadly worded.
- OFCCP also issued proposed regulations that would require covered contractors to submit an Equal Pay Report annually, by establishment, with the following information: (1) the total number of workers within a specific EEO-1 job category by race, ethnicity and sex; (2) the aggregate W-2 wages in each EEO-1 job category, by race, ethnicity and sex; and (3) hours worked in each EEO-1 job category, by race, ethnicity and sex.
- The federal government’s intense focus on increasing pay transparency has potentially profound implications for all employers.
- New scheduling letter.
Jon Zimring, Shareholder
Greenberg Traurig LLP
- What is OFCCP Doing with All Your Compensation Data?
- What Should You Be Doing With All Your Compensation Data?
- Tips for Being Ready When OFCCP Comes to Call
Who Should Attend:
- Employment Law Attorneys
- Employment and Labor Lawyers
- Employment Law Advisors
- Branch Officers and Managers
- HR Managers
- HR Executives
- Labor Counsel
- HR Personnel
- Other Related/Interested Professionals and Organizations
Jon Zimring practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of Federal Contract Compliance Programs (OFCCP), the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), numerous state and local counterparts to these agencies, and additional other federal, state, and local agencies that investigate, audit compliance with, and enforce labor and employment laws. Drawing on this experience, he also has an active practice assisting employers with prevention through proactive audits, compensation analyses, investigations and consultation, and the development of policies, procedures, systems and training. Jon's practice includes the representation of employers through virtually all workplace issues, including traditional labor relations with unions, affirmative action compliance, wage and hour, leave and disability, and all forms of discrimination, harassment, and retaliation.
Jon Zimring practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. …
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. His regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He also has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.
In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. His regularly litigates employment discrimination and …
Debra S. Friedman is a member of Cozen O’Connor’s Labor & Employment Department. Debra focuses her counseling and litigation practice on compliance with federal and state employment laws and regulations, noncompetition disputes, business torts, affirmative action issues, and defense of discrimination claims.
Debra frequently provides legal and business solutions to a myriad of human resource issues. Debra also regularly drafts complex, employment-related agreements and corporate policies for her clients and advises them on best practices. She leads internal investigations into alleged workplace violations and lectures human resource professionals and management personnel on workplace issues such as anti-harassment programs, employee evaluation and discipline systems, and leaves of absence. Debra also advises federal contractors how to comply with the Office of Federal Contract Compliance Programs (OFCCP) laws and regulations and defends federal contractors in OFCCP audits.
Debra has published numerous articles on a variety of employment topics and has been interviewed and quoted by many media outlets. Debra recently authored a chapter, "Title II for the Genetic Information Nondiscrimination Act of 2008," in Inside the Minds: The Impact of Recent Regulatory Developments in Employment Law.
Debra S. Friedman is a member of Cozen O’Connor’s Labor & Employment Department. Debra focuses her counseling and litigation practice …
Print and review course materials
Method of Presentation:
On-demand Webcast (CLE)
NASBA Field of Study:
NY Category of CLE Credit:
Areas of Professional Practice
2.0 CPE (Not eligible for QAS (On-demand) CPE credits)
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About Greenberg Traurig LLP
Greenberg Traurig, LLP is an international, multi-practice law firm with approximately 1750 attorneys serving clients from 36 offices in the United States, Latin America, Europe, Asia, and the Middle East. The firm is among the “Power Elite” in the 2014 BTI Client Relationship Scorecard report, which assesses the nature and strength of law firms' client relationships.
About Alston & Bird LLP
With more than 800 attorneys, Alston & Bird is a leading national AmLaw 50 firm. The firm’s core practice areas are intellectual property, complex litigation, corporate and tax, with national industry focuses that include financial services, technology, health care, manufacturing, life sciences and energy. The firm has built a reputation as one of the country’s best employers, appearing on FORTUNE magazine’s ranking of the “100 Best Companies to Work For” 15 consecutive years, an unprecedented accomplishment among law firms in the United States. The firm has offices in Atlanta, Brussels, Charlotte, Dallas, Los Angeles, New York, Research Triangle, Silicon Valley and Washington, D.C.
About Cozen O'Connor
Established in 1970, Cozen O’Connor has 575 attorneys who help clients manage risk and make better business decisions. The firm counsels clients on their most sophisticated legal matters in all areas of the law, including labor & employment, commercial litigation, general corporate, and regulatory law. Representing a broad array of leading global corporations and ambitious middle market companies, Cozen O’Connor serves its clients’ needs through 23 offices across two continents.