The OFCCP’s definition of “similarly situated” for the purposes of evaluating compensation differences in its new sex discrimination regulations is so broad that it provides little guidance for federal contractors and goes beyond Title VII standards, two attorneys who handle OFCCP compliance matters recently told Employment Law Daily. The final rule, published in the Federal Register on June 15, 2016 (81 FR 39108-39169), replaces the guidelines at 41 CFR Part 60-20 with new sex discrimination regulations. The regulations, which implement the prohibition against sex discrimination contained in Executive Order (EO) 11246, took effect on August 15, 2016. Section 60–20.4(a) of the new regulations prohibits contractors from paying “different compensation to similarly situated employees on the basis of sex.” But the standard to which the OFCCP will hold contractors in assessing exactly which employees are “similarly situated” is far from clear, the attorneys stated.
Member Mike Bazinet, Associate Director of Plasma Recruitment at Grifols Inc. is authoring a series of guest posts on how employers can be more effective with their veteran recruitment, outreach and retention efforts. Be sure to read Mike’s previous post,...
We can say that we offer the best OFCCP compliance solution, but what really speaks volumes is what our Members have to say about why they choose to continually renew their memberships each year. With over 868+ Member companies, you’ll see we go beyond the nuts and...
The following post is from a recent conversation I had with Candee Chambers, during which we discussed the importance of understanding the fundamentals of compliance as a recruiter, and what techniques recruiters can use to manage large applicant flows. Candee: John,...
In this edition of DirectEmployers’ OFCCP Week In Review, Alexa Morgan of Fox, Wang & Morgan P.C. joins John C. Fox and Candee Chambers to share information regarding the small reversal of North Carolina’s controversial “Bathroom Bill,” as well as the EEOC’s new efforts to combat alleged religious discrimination in the workplace.
We can say that we offer the best OFCCP compliance solution, but what really speaks volumes is what our Members have to say about why they choose to continually renew their memberships each year. With over 866+ Member companies, you’ll see we go beyond the nuts and...
Indianapolis-based nonprofit DirectEmployers Association announced that its 2017 Annual Meeting & Conference (DEAM17) is accepting speaker proposals through July 31, 2016. Interested industry experts and HR practitioners interested in speaking at DEAM17 can submit...
In this edition of DirectEmployers’ OFCCP Week In Review, Alexa Morgan of Fox, Wang & Morgan P.C. joins John C. Fox and Candee Chambers to share information regarding the Democrats budget amendment fight amendment exepting defense contractors from the Fair Pay and Safe Workplaces Executive Order, as well as the EEOC’s issuance of a revised proposal to EEO-1 pay data collection.
Your team at DirectEmployers has been working up a storm. The second quarter is always a busy and exciting time for the Association with the Annual Meeting & Conference (DEAM). In fact, some of our developments listed below are a direct result of your feedback!...
For years, overtime has been a sensitive issue not only for workers, but also for employers themselves. Of course, this sensitivity stems from the Department of Labor’s meticulous regulations regarding salary thresholds for overtime pay and the eligibility of specific...
