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Archived News Release--Caution:
information may be out of date.
For more information call: 202/219-8743
The U.S. Department of Labor today announced that the Office of Federal
Contract Compliance Programs (OFCCP) has revised its regulations for the first
time in 20 years to improve its customer service, cut red tape and reduce the
burden on Federal contractors. The revised regulations, known as Part 60-1,
will be published Tuesday, August 19, in the Federal Register.
The revised regulations will:
- Allow OFCCP to tailor its review to fit the situation (no longer a
one-size-fits-all review);
- Modify the pre-award clearance process to apply to contracts of $10
million, rather than $1 million;
- Clarify contractors record keeping requirements;
- Allow for a contractor to be disbarred for a fixed period, where
appropriate, for recalcitrant contractors that fail to honor their commitments;
and
- Eliminate the paperwork required to certify that contractors do not
maintain segregated facilities.
"These revisions to Executive Order 11246 reflect our commitment to
improve operations within OFCCP while reducing some of the burden on Federal
contractors," said Shirley J. Wilcher, Deputy Assistant Secretary for OFCCP.
"Our revised strategies are fair and effective to our mission of preventing
discrimination and to our contractors throughout the country."
The changes to the regulations to Part 60-1 are part of a series of
management reforms that the department and OFCCP are taking to increase
compliance with the laws that prevent discrimination and expand opportunities
for employment.
The regulations, which will take effect 30 days after publication, are
the culmination of a process begun three years ago when OFCCP began studying
these regulations. The process included extensive consultations with
contractors, contractor associations, civil rights organizations, women's
rights organizations and other government agencies.
OFCCP is part of the department's Employment Standards Administration.
It enforces Executive Order 11246 and other laws requiring contractors and
subcontractors to ensure equal opportunity in the workplace without regard to
race, color, religion, sex, national origin, disability or veteran status.
Archived News Release--Caution:
information may be out of date.
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