The agency that ensures federal contractors are meeting federal employment rules is seeking more information from contractors.
The Office of Federal Contract Compliance Programs (OFCCP) says the changes should make the process easier on contractors while also providing better data for their evaluations.
But corporate law firms and consultant groups are alerting contractors via their blogs and websites that the additional data OFCCP wants will actually be a new burden for them.
OFCCP, which checks contractors’ compliance with federal affirmative action and equal employment opportunity requirements, sends what’s called a Scheduling Letter to contractors selected for a compliance evaluation. That letter lists what data the contractor is required to submit so OFCCP can perform its evaluation.
The current form of the Scheduling Letter is set to expire on Sept. 30, prompting the proposed changes by the OFCCP which are posted at regulations.gov.
The additional information that OFCCP is seeking includes policies for employment leave and accommodations for religious observances and practices; demographic data on applicants, hires, promotions, and terminations; compensation data for each employee by job title, EEO-1 category, and job group; and the last three years’ of veterans’ employment reports.
Corporate lawyers are encouraging contractors to provide comments to the proposed changes, which OFCCP will accept through July 11. And in the meantime, contractors should review their policies, as well as their affirmative action plans and procedures, to ensure they comply with legal requirements, law firms advise.