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Thursday, December 3, 2020 | History

2 edition of Oversight hearings on the OFCCP"s proposed affirmative action regulations found in the catalog.

Oversight hearings on the OFCCP"s proposed affirmative action regulations

United States. Congress. House. Committee on Education and Labor. Subcommittee on Employment Opportunities.

Oversight hearings on the OFCCP"s proposed affirmative action regulations

hearings before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-eighth Congress, first session, hearings held in Washington, D.C. on April 15 and 18; and June 8, 1983.

by United States. Congress. House. Committee on Education and Labor. Subcommittee on Employment Opportunities.

  • 157 Want to read
  • 39 Currently reading

Published by U.S. G.P.O. in Washington .
Written in English

    Places:
  • United States.
    • Subjects:
    • United States. Office of Federal Contract Compliance Programs.,
    • Public contracts -- United States.,
    • Discrimination in employment -- Law and legislation -- United States.

    • Edition Notes

      Other titlesOversight hearings on the O.F.C.C.P."s proposed affirmative action regulations.
      Classifications
      LC ClassificationsKF27 .E3366 1983b
      The Physical Object
      Paginationiii, 528 p. :
      Number of Pages528
      ID Numbers
      Open LibraryOL2818376M
      LC Control Number83603310

      Affirmative action does not require the employer to hire applicants based on their race or gender in order to remedy what appears to be underrepresentation in the workforce. To do so obviously would be an act of unlawful discrimination—failing to hire other applicants because of their race or gender. If an employer's analysis suggest the. The Office of Federal Contract Compliance Programs (OFCCP) has announced that it will discontinue the process of mailing Corporate Scheduling Announcement Letters (CSALs)—meaning the notice that a specific establishment of a federal contractor or subcontractor is expected to be audited by OFCCP in the near future. OFCCP will now instead solely post online the names and locations of federal.


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Oversight hearings on the OFCCP"s proposed affirmative action regulations by United States. Congress. House. Committee on Education and Labor. Subcommittee on Employment Opportunities. Download PDF EPUB FB2

Get this from a library. Oversight hearings on the OFCCP's proposed affirmative action regulations: hearings before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-eighth Congress, first session, hearings held in Washington, D.C.

on April 15 and 18 ; and June 8, Affirmative Action Regulations Abstract: Affirmative Action Regulations Sections 46a through 74 inclusive ADMINISTRATIVE REGULATIONS Regulations provided below are for informational purposes ONLY.

For official citations please refer to the Regulations of Connecticut State Agencies. COMMISSION ON HUMAN RIGHTS AND OPPORTUNITIES AFFIRMATIVE ACTION BY STATE.

Today, the Trump Administration released its Spring Unified Agenda of Regulatory and Deregulatory Actions, which “reports on the actions administrative agencies plan to issue in the near and long term.”.

OFCCP has only one item listed on its agenda, entitled “Affirmative Action and Nondiscrimination Obligations of Federal Contractors and Subcontractors: TRICARE and Certain. Full text of "ERIC ED Oversight Hearings on Equal Employment Opportunity and Affirmative 2. Hearings before the Subcommittee on Employment Opportunities of the Committee on Education and Labor.

House of Representatives, Ninety-Seventh Congress, First Session (Chicago, Illinois, Aug and Los Angeles, California, Aug ). The Office of Federal Contract Compliance Programs (“OFCCP”) has issued a proposed rule to strengthen the current regulations that require federal contractors and subcontractors to engage in affirmative action efforts for veterans.

The proposed rule was published in the Federal Register on Ap Fed. Reg. 23, (Apr. 26, ). Overview. Our Affirmative Action Compliance and OFCCP Defense Practice Group’s diverse team annually prepares over 2, affirmative action plans, skillfully defends them throughout the country in OFCCP audits, and provides sophisticated legal representation in the event of discrimination allegations, back-pay demands or pay discrimination claims for employers, large and small.

INTRODUCTION. On Novemthe Department of Labor's Office of Federal Contract Compliance Programs (the "OFCCP") issued significant amendments to 41 C.F.R. Partthe regulations that establish the requirements for affirmative action programs ("AAPs"), and related sections in Part (the "Revised Regulations").

1 The Revised Regulations, which are effective as of. Affirmative Action & OFCCP Law Advisor. A source of insights, news and strategy on affirmative action and EEO compliance matters. OFCCP’s Section Regulations Withstand Challenge. declined to accept Associated Builders & Contractor’s request to review the legality of OFCCP’s recently enacted regulations for individuals with disability.

On Dec. 4, the House Education and Workforce Subcommittee on Workforce Protections held a hearing on the new affirmative action regulations for veterans and individuals with disabilities. The new regulations were recently promulgated by the U.S. Department of Labor’s Office of Federal Contractor Compliance Programs (OFCCP).

The hearing included testimony from OFCCP’s director. Companies can gain tremendous benefits and numerous opportunities from government contracts. But they must also deal with a litany of strict, detailed regulations, especially given the current stepped-up enforcement of anti-discrimination laws and affirmative action regulations.

Littler Mendelson has spent years helping employers comply with the vast network of procedures that accompany these. On Dec.

9 the Office of Federal Contract Compliance Programs (OFCCP) issued its proposed rule to revise regulations on implementing affirmative action and nondiscrimination obligations to contractors and subcontractors, and to evaluate the affirmative action provisions.

While AGC agrees that individuals with disabilities must not be discriminated against, AGC’s Sept. 21, comments to. The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has issued its long-awaited proposed rule (pdf) amending the nondiscrimination and affirmative action requirements regarding individuals with disabilities for federal contractors and subcontractors.

Specifically, the rule revises the regulations that implement Section of the Rehabilitation Act ofas. The Office of Federal Contract Compliance Programs (OFCCP) has issued new rules that increase affirmative action requirements of direct federal contractors and subcontractors.

Federal Affirmative Action regulations require annual analysis of pay systems to ensure there are no race- or gender-based disparities in compensation.

While there is no mandated format, it helps to conduct analyses similar to those used by OFCCP. This will help you identify areas that may be of concern. Wed, PM - PM EST - - Construction Contractor Affirmative Action Requirements. OFCCP regulations at 41 CFR Partrequire Federal and federally assisted construction contractors to provide equal opportunity in all construction trades.

Projected Publication date for Notice of Proposed Rulemaking (NPRM): 1/ Complying with federal affirmative action requirements can be a difficult task. If you’re in HR you probably don’t have time to continually monitor this always changing arena.

Even if you’re an affirmative action plan pro you may not have the time it takes to develop the. Updated Affirmative Action thresholds By Porter Wright on Janu (VEVRAA) regulations allows the FAR to adjust the jurisdictional thresholds periodically for inflation.

The Section basic coverage threshold was increased from $10, to $15, and the VEVRAA basic coverage threshold was increased from $, to $, the proposed significant changes in affirmative action for protected veterans announced Ap by the Office of Federal Contract Compliance Programs (OFCCP).

Rescission of 41 C.F.R. § OFCCP expresses doubts whether there are any contracts still in. Consistent with the regulations implementing Executive Order and the affirmative action provisions of VEVRAA, proposed § (a) specified that the compliance evaluation methods available to OFCCP include a compliance review, an off-site review of.

mandated language in their subcontracts in order to provide notice to their subcontractors of their affirmative action obligations as federal contractors.

2 Many of the comments to the proposed regulations raised the concern that an invitation to self-identify at the pre-offer stage would run afoul of the Americans with Disabilities Act (ADA). Carol Affirmative action is often considered to be a public-policy issue on which Whites and Blacks are hopelessly divided (Delgado, ; Hacker, ; Kinder and Sanders, ; Thernstrom and Thernstrom, ).Racial division and polarization, however, do not tell the whole story.

Once we move beyond the ambiguity surrounding the term “affirmative action”—and the confusion. OFCCP Under Fire in Congressional Oversight Hearing. Decem by Dan Yager. Testimony by HR Policy before a packed House subcommittee oversight hearing this week examining the Department of Labor’s Office of Federal Contractor Compliance Programs (OFCCP) drew strong support from House Republicans, who demanded answers from OFCCP Director Patricia Shiu about the cost.

CHRO Views on OFCCP’s Disability Affirmative Action Proposal Chief Human Resource Officer Concerns With the U.S. Department of Labor’s Office of Federal Contract Compliance Programs Notice of Proposed Rulemaking Implementing the Non-Discrimination and Affirmative Action Regulations of Section of the Rehabilitation Act of Changes to regulations regarding veterans and individuals with disabilities And more Why Should you Attend If you are a federal contractor, having a firm grasp on the essentials of Affirmative Action and OFCCP compliance is a must, whether you are new to the.

To Ensure the participation of DBEs, ESBEs, and SBEs as subcontractors in federal and state contracts, according to 49 CFR Part 26 and N.J.A.C. (pdf 1m), prime contractors must meet NJDOT’s goals set by the Division of Civil Rights and Affirmative Action or submit adequate documented evidence of good faith efforts in accordance with Affirmative Action Plans and OFCCP Compliance.

and we will keep you in compliance as regulations change. When compliance evaluations cannot be avoided, our attorneys are there to guide you through every stage of the process, from desk audit, to comprehensive on-site review.

The OFCCP has made revisions to its Functional Affirmative Action Program directive. The updated directive received approval from the Office of Management and Budget, and went into effect in late April   A sample Affirmative Action Plan provided by the DOL can be found here.

The following three separate laws mandate federal contractors and subcontracts to maintain AAP’s; Executive OrderVietnams Era Veteran’s Readjustment Assistance Act and Section of the Rehabilitation Act.

Why Should you Attend: • If you are a federal contractor, having a firm grasp on the essentials of Affirmative Action and OFCCP compliance is a must, whether you are new to the federal contracting world or a seasoned contractor.

NJDOT’s planning regulations, 23 C.F.R. require metropolitan planning organizations (MPOs) and states to "seek out and consider the needs of those traditionally underserved by existing transportation systems, including, but not limited to, low-income and minority households." The National Environmental Policy Act (NEPA) and FHWA 23 U.S.C.

(h) require that any impacts on communities. Judicial Affirmative Action is a remedy imposed by the courts when A. workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy.

Federal contractors fail to comply with Executive Order C. voluntary affirmative action plans result in reverse discrimination. To expedite the approval of affirmative action plans submitted to the Commission on Human Rights and Opportunities by contractors.

[Proposed deletions are enclosed in brackets. Proposed additions are indicated by underline, except that when the entire text of a bill or resolution or a section of a bill or resolution is new, it is not underlined. OFCCP Revisions to Affirmative Action Requirements for Individuals with Disabilities Proposed Regulations Not Adopted in Final Regulations affirmative action policy to all subcontractors • Notify union officials of the affirmative action policy To establish an expedited review of affirmative action plans submitted by contractors to the Commission on Human Rights and Opportunities.

[Proposed deletions are enclosed in brackets. Proposed additions are indicated by underline, except that when the entire text of a bill or resolution or a section of a bill or resolution is new, it is not.

Office of Federal Contract Compliance Programs Constitution Avenue, NW Room C Washington, DC You may also contact us by sending an e-mail message to: [email protected]; or by sending us a fax. The Fax Telephone Number is () Merger of EEOC and OFCCP Unlikely. OFCCP’s job is “to advocate affirmative action and diversity,” while the EEOC is focused on non-discrimination.

Emily Martin, general counsel for the non-profit National Women’s Law Center, also opposes the merger. This webinar is designed to address compensation regulations and enforcement.

Government contracts are often a critical source of business to many companies. However, companies that rely on governmental work are frequently required to comply with federal and state affirmative action and equal employment opportunity requirements (AAP/EEO). NEW REGULATIONS AND FACT SHEETS PUBLISHED BY THE OFCCP AND EEOC ON SEX, PREGNANCY AND PAY DISCRIMINATION affirmative action to recruit, hire, train, and retain qualified applicants and employees in these OFCCP’s original proposed rule, the final rule does not specifically address abortion Workplace Regulation: An Opportunity to Finally Move Into the 21st Century.

Janu by Mark Wilson. As much as in any other policy arena, President-elect Trump has an opportunity to put his stamp on workplace regulation, which, seventeen years into the new century, continues to be mired in a set of laws and policies largely instituted in the previous century.

Affirmative Action in Employment. As a federal contractor, the University abides by the requirements of 41 CFR Sections (a), (a) and (a).

These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, as well as prohibit discrimination.

As we reported earlier, Executive Order ordered all Executive Branch agencies to review agency guidance documents, rescind or modify them as necessary, and make them available to the public in a single, searchable online database.

The EEOC and the Department of Defense launched theirs before or by the Febru deadline. Now the Department of Labor (DOL), a little late to .Affirmative Action and OFCCP Compliance Given the Office of Federal Contract Compliance Programs’ aggressive focus on alleged systemic discrimination in hiring, compensation and pay equity, engaging skilled counsel to provide guidance on affirmative action .A health care client had combined several hospital and clinic facilities owned by multiple, but related, legal entities into one affirmative action program (AAP).

The client submitted the entire AAP to the Office of Federal Contract Compliance Programs (OFCCP) after the OFCCP issued a scheduling letter to only one of the client’s clinics.