The OFCCP Week in Review (WIR) is a simple, fast and direct summary of relevant happenings in the OFCCP regulatory environment, authored by experts John C. Fox and Candee Chambers. In today’s WIR, we cover:
- The EEOC’s Strategic Enforcement Plan covering fiscal years 2017-2021
- Director Patricia Shiu announces November 6, 2016 to be her last day at the OFCCP
Monday, October 17, 2016: EEOC Updates Strategic Enforcement Plan
The U.S. Equal Employment Opportunity Commission recently updated its Strategic Enforcement Plan covering Fiscal Years 2017 – 2021. Many of the priorities the EEOC will continue to prioritize, according to their announcement, include: the elimination of barriers and recruitment and hiring, ensuring equal pay protections for all workers and preventing systemic harassment. There were two specific updates to the Plan related to issues workers experience in the employment relationships in the 21st century workplace as well as the backlash discrimination against Muslim, Sikh, and persons of Arab, Middle Eastern and South Asian descent.
The EEOC also intends to continue efforts in responding to pay discrimination based on sex, race, ethnicity, age and on individuals with disabilities.
Tuesday, October 18, 2016: OFCCP Director Patricia Shiu Leaving on November 6, 2016
In last week’s WIR, we reported that Pat Shiu, the Director of the Office of Federal Contract Compliance Programs (OFCCP) will be leaving soon. It has now been announced that she is leaving the Agency effective November 6, 2016 after more than seven years of service and just two days prior to the election.
Under Director Shiu’s leadership, the OFCCP has taken a more devoted approach to Case Enforcement and has repeatedly taken ‘deep dives’ into government contractor data during compliance audits. According to an Agency spokesperson, Shiu is “a passionate and tireless advocate for equal opportunity for America’s workers and their families.”
No interim director has been named at this time.
THIS COLUMN IS MEANT TO ASSIST IN A GENERAL UNDERSTANDING OF THE CURRENT LAW AND PRACTICE RELATING TO OFCCP. IT IS NOT TO BE REGARDED AS LEGAL ADVICE. COMPANIES OR INDIVIDUALS WITH PARTICULAR QUESTIONS SHOULD SEEK ADVICE OF COUNSEL.
Reminder: If you have specific OFCCP compliance questions and/or concerns or wish to offer suggestions about future topics for the OFCCP Week In Review, please contact your membership representative at (866) 268-6206 (for DirectEmployers Association Members), or email me at candee@directemployers.org with your ideas.
