What’s Next for Federal Contractors?

You may have heard that the United States has a new President-elect.  There is a lot of speculation as to which direction the new administration will take the OFCCP and which regulations may be scaled back or rescinded.

The general expectation is that a more conservative approach to Affirmative Action compliance will be enacted.  This could mean fewer regulations, smaller budgets, less manpower and fewer compliance reviews for the OFCCP.

The controversial new Executive Orders enacting Fair and Safe Workplaces and Paid Sick Leave requirements for federal contractors may be scaled back or entirely rescinded.

Other recent Executive Orders such as Pay Transparency, LGBT protections, and the new VEVRAA and Section 503 reporting requirements have a greater likelihood of remaining in place.

And finally…the new EEO-1 reporting requiring total wages and hours worked for all employees.  This is potentially the most burdensome new requirement for all U.S. companies with 100 or more employees.  The new snapshot period will be October 1 to December 31, 2017 with new EEO-1 reporting due by March 31, 2018.

You can download a sample of the new report here:


How may a new administration affect the new EEO-1 reporting requirements?  The EEOC passed the new EEO-1 reporting with a 3-2 vote along party lines.  Later next year, President-elect Trump will appoint a new EEOC chair giving Republicans a 3-2 advantage on the EEOC committee and an opportunity to amend or rescind the new reporting requirements.

What should you do now? Ensure your systems will be ready to generate the required reports if needed, and then watch and wait!

As always, HudsonMann will keep you up to date with OFCCP changes as they occur.

2016-12-09T13:18:19+00:00 December 5th, 2016|

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