Morgan Consulting Services offers
more than 26 years experience with the Office of Federal Contract Compliance
Programs (OFCCP). This valuable expertise, in effective implementation
of the regulatory requirements of the Executive Order and
laws enforced by OFCCP, affords Federal contractors practical
and exclusive insight into the policies, procedures, and conciliation
measures administered by this Agency. Morgan
Consulting Services is well positioned to provide advice
on remaining current with and understanding new changes in
OFCCP and how they affect your employment practices, both
locally and corporate wide. To find out
more information about Morgan Consulting
Services, visit the About Us page or send a request using the Information Request page of this website.
OFCCP has made significant changes to their regulatory agenda for the last 3 years. The changes include:
a: utilization goals for individuals with disabilities, and
b: hiring benchmarks for protected veterans.
These updates are legendary and have required significant changes to the personnel processes of Federal contractors and in the way compliance with these mandates is now measured. The regulations became effective March 24, 2014.
OFCCP is also focusing on pay discrimination, especially with regard to women. While they abandoned their compensation tool, EEOC has picked up the ball and has proposed expanding the EEO-1 report to collect pay on an annual basis.
OFCCP is continuing their aggressive regulatory agenda with the release of the Final Rule for Sex Discrimination regulations (not Guidelines). Executve Order 13672 prohibiting discrimination based on sexual orientation and gender identity became effective .
And, "straight from the horse's mouth" (as the old saying goes) a company's compliance will no longer be measured by "good faith efforts". This is a major statement and has significant implications in the world of OFCCP compliance. Any reference to "good faith efforts" now brings a discussion about using the term "effective outreach".
NEW: President Trump has rescinded the Executive Order regarding Fair Pay and Safe Workplaces.
If you want to know more about these regulatory changes and how they impact your business, send me an email from my Information Request page and I will contact you directly.
REMINDER: While OFCCP continued the practice of sending out advance notices of expected audits, known throughout the industry as the Corporate Scheduling Announcement Letter (CSAL), these letters instead are sent directly to all locations/establishments selected/targeted for possible audit. The most recent batch of CSAL's, 800 to be exact, was sent to Federal contrctors on February 17, 2017. If you get a CSAL, you can plan on an audit. THIS IS NOT HOWEVER AN AUDIT LETTER - ONLY A NOTIFICATION THAT ANNOUNCES AN IMPENDING AUDIT. THE SCHEDULING (OR AUDIT) LETTER WILL BE A SEPARATE LETTER FROM OFCCP. DO NOT SEND ANYTHING TO OFCCP UNTIL/UNLESS YOU RECEIVE THE SCHEDULING LETTER). Find out more about what this means to you or to request assistance in discovering if you are on the CSAL list by visiting my Information Request page of this website.
EEOC continues to make significant regulatory and investigative changes. The lastest is the anticipation, or anxiety, of an advanced EEO-1 report that will require pay data. This will be a fairly large undertaking for Federal contractors. Find out what you must/need to do to be ready for this requirement by sending me an email at Joyce@MCSLLC.co.