SAN FRANCISCO, CA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has entered into conciliation agreements with Hewlett Packard Inc. (HPI) and Hewlett Packard Enterprise (HPE) to resolve allegations of systemic pay discrimination against 391 female employees in several states. While not admitting liability, the California-based federal technology contractors agreed to pay $1,450,000 in back pay and interest to settle the allegations.

In routine compliance evaluations, OFCCP found disparities in compensation between male and female employees working in similar positions at HPI locations in Boise, Idaho, and San Diego, California, and at HPE sites in Fort Collins, Colorado, and Houston, Texas.

HPI and HPE agreed to provide relief to affected female employees to resolve the preliminary findings. The companies also agreed to conduct compensation self-analyses, and take steps to ensure its personnel practices – including record-keeping and internal auditing procedures – meet legal requirements.

“The U.S. Department of Labor acknowledges these federal contractors’ voluntary involvement in resolving and addressing the preliminary findings we identified,” said the Office of Federal Contract Compliance Programs Pacific Regional Director Jane Suhr in San Francisco, California. “OFCCP procedures offer federal contractors effective methods to ensure equitable pay to employees, enhance internal salary equity reviews and proactively resolve any disparities uncovered as quickly as possible.”

“The Office of Federal Contract Compliance Programs recognizes HPI and HPE’s cooperation to resolve these pay issues,” said Office of Federal Contract Compliance Programs Regional Director Melissa Speer, in Dallas, Texas. “The department is committed to resolving issues by working with proactive employers.”

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

PHILADELPHIA, PA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with B. Braun Medical Inc. – a federal contractor based in Bethlehem, Pennsylvania – to resolve allegations of discrimination against female employees.

During a routine compliance evaluation, OFCCP found that – from January 1, 2017, through December 31, 2017 – the manufacturing company discriminated against female applicants by steering them into the lower paying position of general manufacturing associate at its Allentown facility. While not admitting liability, B. Braun Medical Inc. has agreed to pay $77,000 in back pay and interest to 27 affected class members.

“Companies should proactively monitor their selection and hiring systems to ensure that discriminatory practices are not occurring when making placement decisions,” said Office of Federal Contract Compliance Programs Regional Director Michele Hodge, in Philadelphia, Pennsylvania.

B. Braun Medical Inc. holds numerous federal contracts to provide products and services to multiple federal departments and agencies. The U.S. Department of Veterans Affairs holds the majority of their contracts.

OFCCP launched the Class Member Locator (CML) to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied between January 1, 2017 and December 31, 2017, the period of the investigation, please visit our website at www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.  These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed or disclosed their compensation or that of others, subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

NEWPORT NEWS, VA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has entered into an early resolution conciliation agreement with Newport News Shipbuilding – a division of Huntington Ingalls Industries – to resolve allegations of systematic hiring discrimination and to enhance future compliance proactively. The federal contractor has agreed to pay $3,500,000 in back pay and interest to 4,428 affected African American applicants not hired for 10 different job positions.

The findings of OFCCP’s routine compliance evaluation show that from Nov. 1, 2011 through Oct. 31, 2012, the employer discriminated against African American applicants for deck electrician, fitter, machine hand, outside machinist, maintenance electrician, molder, pipefitter, refueler, sheet metal worker and structural welder positions. OFCCP found the company’s action violated Executive Order 11246, which prohibits race-based discrimination in hiring by federal contractors.

While denying OFCCP’s allegations, Newport News Shipbuilding has also agreed to provide job opportunities to 141 African American members of the affected class. Under the agreement, NNS will provide monitoring and reports of their hiring practices for the affected job titles for the Newport News, VA and NNS-Kesselring in Ballston Spa, NY locations for five years to ensure nondiscriminatory selection practices.

“The Office of Federal Contract Compliance Programs’ Early Resolution Procedures are designed to enable federal contractors and the Department to work together to ensure prompter relief for America’s workforce and future company-wide compliance,” said Office of Federal Contract Compliance Programs Director Craig E. Leen.

“This agreement remedies past and prevents future systematic hiring discrimination at Newport News Shipbuilding, and ensures the company complies with federal hiring and equal employment opportunity laws,” said Office of Federal Contract Compliance Programs Regional Director Michele Hodge, in Philadelphia, Pennsylvania.

Newport News Shipbuilding is the largest industrial employer in Virginia, and sole designer, builder and refueler of U.S. Navy aircraft carriers and one of two providers of U.S. Navy submarines. Founded as the Chesapeake Dry Dock and Construction Co. in 1886, Newport News Shipbuilding has built more than 800 ships, including naval and commercial ships.

In November 2018, OFCCP issued a directive establishing Early Resolution Procedures, launching an initiative to promote early and efficient resolution of supply and service compliance evaluations. These procedures allow OFCCP and contractors with multiple establishments to implement corporate-wide compliance cooperatively with OFCCP’s regulatory requirements, and resolve identified issues efficiently. In turn, contractors are exempt from future OFCCP evaluations for five years.

OFCCP launched the Class Member Locator to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied between November 2011 and October 2012, the period of the investigation, please visit our website at http://www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.

OFCCP enforces Executive Order 11246 , Section 503 of the Rehabilitation Act of 1973 , and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed or disclosed their compensation or that of others, subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

WASHINGTON, DC – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) today announced it will publish a Request for Information (RFI), as required by Executive Order 13950, “Combating Race and Sex Stereotyping,” on Sept. 22, 2020.

The RFI seeks information about federal contractor and subcontractor training, workshops or similar programing provided to employees. Federal contractors and subcontractors, as well as their employees, are encouraged to provide materials in response to the RFI. The Department continuously looks for ways to improve compliance assistance provided to the federal contracting community and will use the information submitted to develop materials and focus its enforcement of the Executive Order.

“OFCCP is looking forward to receiving responses to the Request for Information from federal contractors and subcontractors, as well as their employees, across the many industries that do business with the federal government. These responses will help OFCCP develop useful compliance assistance materials and effective enforcement programs, with the important objective of eliminating race and sex stereotyping and scapegoating,” said Office of Federal Contract Compliance Programs Director Craig E. Leen. 

As part of its efforts in support of affirmative action and nondiscrimination in employment, OFCCP will also offer compliance assistance to companies who provide materials through the RFI.

The agency also launched the Executive Order 13950 landing page that includes answers to frequently asked questions and links to Executive Order 13950 and the RFI. The landing page also includes detailed information about filing a complaint through OFCCP’s new hotline. Complaints may be submitted by phone and email. OFCCP will investigate complaints following its normal complaint procedures, as detailed in the Federal Contract Compliance Manual.

Additionally, compliance assistance resources are available on OFCCP’s website at www.dol.gov/agencies/ofccp/compliance-assistance.  

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 1-800-397-6251 or visit www.dol.gov/ofccp.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

HOUSTON, TX – The U.S. Department of Labor has entered into a conciliation agreement with The American Bottling Company to resolve alleged hiring discrimination at the Houston, Texas, facility.

A compliance evaluation by the Department’s Office of Federal Contract Compliance Programs (OFCCP) found that beginning in 2012, American Bottling systemically discriminated against female and Black applicants for full-time merchandiser and loader positions; and beginning in 2013, systemically discriminated against African American applicants for part-time merchandiser positions. By allegedly doing so, the employer violated Executive Order 11246, which prohibits federal contractors from employment discrimination based on race, color or national origin.

“The U.S. Department of Labor is committed to working with employers to resolve compliance issues,” said Office of Federal Contract Compliance Programs Regional Director Melissa Speer in Dallas, Texas. “This agreement with The American Bottling Company ensures the company takes necessary steps to comply with federal hiring and equal employment opportunity laws.”

 While not admitting liability, The American Bottling Company has agreed to pay $590,000 in back wages and interest to the affected applicants, and to hire 42 of the affected female and African American applicants as full-time merchandisers, 16 as full-time loaders, and seven previously rejected African American applicants as part-time merchandisers. In addition, the employer agrees to ensure its personnel practices, including recordkeeping, meet legal requirements.

The American Bottling Company is a subsidiary of Keurig Dr. Pepper, with headquarters in Plano, Texas, and Burlington, Massachusetts. The company and its subsidiaries provide beverages to the U.S. military retail system under federal contracts.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

OFCCP recently launched the Class Member Locator (CML). The purpose of the CML is to identify applicants and/or workers impacted by OFCCP’s compliance evaluations and complaint investigations, and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied between 2012 and 2014, the period of the investigation, please visit our website at http://www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.

The mission of the Department of Labor is to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

Editor’s Note: This release has been corrected to remove the reference that The American Bottling Company  operated as Southwest Fountain Supply Company.

WASHINGTON, DC – The U.S. Department of Labor today announced that the Office of Federal Contract Compliance Programs (OFCCP) had the best year for compliance assistance and the second highest year for monetary settlements for fiscal year (FY) 2020.

OFCCP is dedicated to its important mission of ensuring equal employment opportunity and nondiscrimination in employment for the approximately 25 percent of the American workforce employed by federal contractors. The agency had its most productive period in history during the Trump Administration. In FY 2019, OFCCP set the record for recoveries at $40.6 million, almost double any other year since the agency’s inception in 1965. OFCCP continued this level of productivity in FY 2020 during the pandemic, with recoveries of $35.6 million, the second highest year in history. From FY 2017 through FY 2020, the agency recovered approximately $117 million in remedies for protected class members. As a point of comparison, the recoveries in this four-year period exceed the recoveries in the previous nine-year period of FY 2008-2016 combined. These monetary amounts are primarily remedies for race and sex discrimination in employment, predominantly in hiring and compensation.

“These results reflect our policy of strong compliance assistance efforts alongside vigorous enforcement of the law,” said U.S. Secretary of Labor Eugene Scalia.

“I am very pleased that the Office of Federal Contract Compliance Programs continues to achieve extraordinary success in accomplishing its critical mission of enforcing affirmative action and nondiscrimination obligations in employment,” said OFCCP Director Craig E. Leen.

In FY 2020, OFCCP expanded its focused review initiative to include the Vietnam Era Veterans’ Readjustment Assistance Act, Promotions and Accommodations – in addition to the Section 503-focused reviews that the agency began conducting in FY 2019. A focused review is restricted to one or more components of the federal contractor’s organization or one or more aspects of the contractor’s employment practices. The agency publishes compliance assistance and best practices in conjunction with these reviews.

Additionally, OFCCP established the Early Resolution Procedures Program in fiscal year 2019 to facilitate earlier resolution of cases on an enterprise-wide or multi-establishment basis. Since then, this program has led to 29 Early Resolution Conciliation Agreements comprising $47.4 million in back pay, $4.5 million in salary adjustments, 2,071 job offers and ongoing monitoring of approximately 525,000 employees to ensure equal employment opportunity.

OFCCP is diligently working with minority-serving institutions, including Historically Black Colleges and Universities, Tribal Colleges and Universities, the Hispanic Association of Colleges and Universities, and the Asian Pacific Islander American Association of Colleges and Universities. The agency seeks to link these institutions with federal contractors to expand the talent pool and assist contractors in achieving their EEO goals.

The agency responded effectively to the operational challenges of working remotely and set records for compliance assistance as measured by its Help Desk inquiries and responses. In fiscal year 2020, OFCCP responded to 4,765 total inquiries, comprised of 3,477 calls and 1,288 written questions, which is a record for total responses. These results reflect a 44 percent increase over the responses that OFCCP provided to written questions in fiscal year 2019. OFCCP also published on its website opinion letters to provide guidance on the application of OFCCP regulations to fact‐specific situations and answers to frequently asked questions; and launched landing webpages dedicated to specific issues, such as the misuse of prescription drugs, employment of Native and Indian American workers, and focused reviews initiative.  

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

HARTFORD, CT – The University of Connecticut will pay $249,539 to resolve alleged pay discrimination at its Storrs, Connecticut, campus following a routine compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).

OFCCP found that the public university and federal contractor discriminated against five female employees in Specialist IA and Specialist IIA positions by paying them less than similarly situated male employees in their corresponding department. The agency also found that the university paid two female law professors less than similarly situated male counterparts. 

While not admitting liability, the University of Connecticut agreed to pay $249,539 to the affected female employees and take the following actions:

• Perform in-depth analyses of its total employment process to determine whether and where impediments to equal employment opportunity exist;
• Review and revise, as needed, the university’s pay practices and implement improved policies to eliminate such adverse effects;
• Train all individuals involved in determining compensation in the impacted departments;
• Provide a market analysis of the impacted employees, and the efforts the university has made to correct any discrepancies found during the analysis; and
• Ensure pay practices comply with federal law.

“The Office of Federal Contract Compliance Programs is satisfied that the University of Connecticut has addressed the pay issues found in our review,” said Office of Federal Contract Compliance Programs Director Craig Leen in Washington, D.C.

“The University of Connecticut has taken proactive efforts to address these discrepancies and ensure equal employment opportunity in pay practices,” said Office of Federal Contract Compliance Northeast Regional Director Diana Sen in New York.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit www.dol.gov/agencies/ofccp.

The mission of the Department of Labor is to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

Office of Federal Contract Compliance Programs v. The University of Connecticut

Case Number: R00192476

PHILADELPHIA, PA – The U.S. Department of Labor and Comcast Corp. – headquartered in Philadelphia, Pennsylvania – have entered into a conciliation agreement to resolve allegations of pay discrimination against African American and Hispanic employees identified by the Department’s Office of Federal Contract Compliance Programs (OFCCP).

The agreement follows a routine corporate management compliance evaluation conducted by OFCCP. The agency conducts corporate management compliance evaluations to ascertain whether individuals are encountering artificial barriers to advancement into mid-level and senior corporate management. OFCCP found that, at least as of July 1, 2018, Comcast Corp. discriminated against African American employees in the engineer and program project management functions and Hispanic employees in the marketing and strategic planning development functions. While Comcast Corp. denies OFCCP’s allegations, the company agreed to pay a total of $295,000 in back pay and interest to 45 African American and Hispanic employees, and agreed to make $78,670 in salary adjustments.

“Federal contractors must ensure their pay practices do not discriminate for any reason,” said Office of Federal Contract Compliance Programs Regional Director Michele Hodge, in Philadelphia. “OFCCP remains committed to holding companies with federal contracts accountable in ensuring equal employment opportunities and practices.”

Comcast Corp. is a global media and technology company with three primary businesses: Comcast Cable, NBCUniversal and Sky. It has contracts with several federal agencies, including the National Aeronautics and Space Administration, Department of Veterans Affairs, and Corporation for National and Community Service.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or that of others, subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.

OFCCP launched the Class Member Locator (CML) to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member, please visit our website at https://www.dol.gov/agencies/ofccp/classmembers, where you can also find information about other recent OFCCP settlements.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

WASHINGTON, DC - Federal subcontractor Potomac Abatement Inc. – a construction company based in Jessup, Maryland – has entered into a consent decree with the U.S. Department of Labor’s Office of Federal Compliance Programs (OFCCP) to pay $503,000 in back wages and interest, and extend job offers to 16 class members to remedy allegations of racial bias against 179 employees. 

Filed with the Department’s Administrative Law Judges on Aug. 22, 2016, the lawsuit alleged that, from May 2011 to July 2012, Potomac Abatement violated Executive Order 11246 when it terminated Black employees because of their race, and paid Hispanic employees lower wages and racially harassed them. The action follows an OFCCP compliance investigation.

Under a consent decree, Potomac Abatement will pay $68,000 in back wages and interest to a class of 17 Black employees and extend job offers to 16 of the terminated Black class members. The employer will pay rehires as if they had continued working for Potomac after the date of their terminations. Potomac will also pay $435,000 in back pay and interest to a class of 162 Hispanic employees against whom Potomac discriminated. Potomac has also agreed to review and, if necessary, correct its procedures for terminations, compensation, and anti-harassment. The consent decree requires the employer to report the results of these efforts to OFCCP for the next three years.

"The Office of Federal Compliance Programs acknowledges the actions taken by this employer to reach a settlement and accept a consent decree that provides for appropriate remedies and ensures compliance going forward,” said OFCCP Director Craig Leen.

“This settlement goes a long way in making the employees who suffered discrimination whole. It also sends a clear message to all federal contractors – especially construction contractors and subcontractors – of the substantial costs of discrimination in any form,” said the Department’s Regional Solicitor Oscar L. Hampton III, in Philadelphia.

“OFCCP remains committed to enforcing laws that forbid discrimination in compensation and termination. Government contractors must monitor their compensation and termination procedures to ensure that they do not allow discriminatory or biased practices. If an employer finds that its processes are discriminatory, they must correct their processes to ensure equal employment opportunity for all employees,” said OFCCP Regional Director Michele Hodge in Philadelphia.

Potomac provides asbestos and lead abatement services, and has provided services under federal contract at the U.S. Capitol and Walter Reed National Military Medical Center, and for the U.S. Department of the Navy in Arlington, Virginia.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

LANHAM, MD – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Alsco Inc. have entered into an Early Resolution Conciliation Agreement to resolve allegations of systematic hiring discrimination at its Lanham, Maryland, facility. Alsco Inc. has agreed to pay $75,000 in back pay and interest to the affected applicants, to extend 13 job opportunities to affected applicants who expressed an interest in them, and review its selection process at nine other establishments located in six states.

The preliminary findings of OFCCP’s routine compliance evaluation show that from Jan. 1, 2018, through Dec. 31, 2018, the linen and uniform rental, and facility services company discriminated against 43 African American applicants for entry and mid-level operative positions in violation of Executive Order 11246, which prohibits discriminatory hiring practices by federal contractors.

While not admitting liability, Alsco Inc. agreed to an Early Resolution Conciliation Agreement, and to enhance future compliance proactively.

"The Office of Federal Contract Compliance Programs’ Early Resolution Procedures are designed to enable federal contractors and the Department to work together to address and resolve issues of non-compliance efficiently,” said Office of Federal Contract Compliance Programs Director Craig E. Leen.

“This agreement will prevent hiring discrimination practices from happening again at any of Alsco Inc.’s facilities,” said Office of Federal Contract Compliance Programs Regional Director Michele Hodge, in Philadelphia, Pennsylvania. “We will work cooperatively with Alsco Inc. to ensure future compliance.”

Headquartered in Salt Lake City, Utah, Alsco North America has received federal contracts from 2017 through 2020. These contracts covered services and products to multiple federal agencies, including the U.S. Department of Agriculture; Defense Commissary Agency; Departments of the Air Force, Army and Navy; U.S. Drug Enforcement Administration; U.S. Forest Service; Indian Health Service; and National Oceanic and Atmospheric Administration.

In November 2018, OFCCP issued a directive establishing Early Resolution Procedures, launching an initiative to promote early and efficient resolution of supply and service compliance evaluations. These procedures allow OFCCP and contractors with multiple establishments to implement corporate-wide compliance cooperatively with OFCCP’s regulatory requirements, and resolve identified issues efficiently. In turn, contractors are exempt from future OFCCP evaluations for five years.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed or disclosed their compensation or that of others, subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.

OFCCP launched the Class Member Locator to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied in 2018, the period of the investigation, please visit our website at http://www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.