ST. JOSEPH, MO – After a compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), Boehringer Ingelheim Animal Health USA Inc. – a global pharmaceutical company and federal contractor – will pay $379,089 in back pay and interest to 75 female employees to resolve alleged wage discrimination at its St. Joseph, Missouri, facility.

OFFCP alleges discrimination occurred in base compensation for female employees working as scientists, technicians and technical administrators in the production sub-area at the facility that manufactures biological animal vaccines.

“The U.S. Department of Labor is committed to combating pay discrimination and ensuring fair compensation of all employees,” said Office of Federal Contract Compliance Programs Midwest Regional Director Carmen Navarro in Chicago, Illinois. “Boehringer Ingelheim Animal Health USA Inc. worked cooperatively with the Department to resolve these matters and to prevent similar issues from happening again.”

In addition to the distribution of back pay and interest under the agreement, Boehringer Ingelheim Animal Health USA Inc will ensure that its compensation policies and pay procedures are free from discrimination and provide training to all managers, supervisors and other company officials who oversee pay decisions.

Boehringer Ingelheim Animal Health USA Inc. – a subsidiary of Boehringer Ingelheim International GmbH of Rhein, Germany – does not admit liability and denies OFCCP’s allegations.

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.

# # #

ATLANTA, GA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) will host an online town hall symposium on Aug. 4, 2020, for veterans and their spouses; federal contractors; state, local and federal agencies; and community-based organizations to highlight a locality-based model for recruiting and retaining veterans in Georgia.

The Department of Veterans Affairs’ Healthcare Systems and its partners – Georgia Vocational Rehabilitation Agency, Goodwill of North Georgia, Money Management International, VETLANTA, WorkSource Cobb, Mary Hall Freedom House Inc. and the Warrior Alliance – will participate in this groundbreaking event. 

The symposium will provide contractors and hiring officials with useful information on how to recruit job-seeking veterans who have been prepared and supported by the participating organizations. Organizers are hopeful that the event will promote information-sharing and mutual understanding, and stronger networking to support veterans and their spouses as they pursue training, job opportunities, transitioning assistance and other resources.

WHAT:          Office of Federal Contract Compliance Programs’ Town Hall Symposium

Addressing Recruiting and Retaining Veterans

WHEN:          Tuesday, Aug. 4, 2020

11 a.m. to 1 p.m. EDT

WHERE:       Register for the online symposium ASAP

                        Attendance is free, but space is limited.

This event offers participants the opportunity to learn about the services that Veterans Affairs and some of its partners in Georgia offer along with the services that OFCCP makes available.

“We hope this event will encourage other federal agencies and organizations in the Southeast to join forces to support our covered veterans and their spouses,” said Office of Federal Contract Compliance Programs Southeast Regional Director Samuel Maiden. “Together we can promote training, employment opportunities and employment retention. We also invite those who attend to join our Multi-Agency Veterans Integrated Support Services’ committee to brainstorm best practices and processes to empower and increase opportunities for our veterans.”

OFCCP also provides compliance assistance to discuss best practices for effective outreach, as well as the upcoming focused reviews designed to ensure contractor compliance with the Vietnam Era Veterans’ Readjustment Assistance Act.

For more information, contact Director of Regional Compliance Regina Jones at Jones.regina@dol.gov or Regional Liaison Karmen Johnson at Johnson.karmen@dol.gov for more information.

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.

DOUGLAS, GA – After a U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) investigation, PCC Airfoils – a wholly owned subsidiary of Precision Castparts Corp. – has entered into a conciliation agreement to resolve alleged gender discrimination at its Douglas, Georgia, location. While not admitting liability, the company will pay a settlement of $67,858 to the affected class.

OFCCP’s preliminary findings showed that, from April 1, 2017 to March 31, 2018, PCC Airfoils discriminated against female applicants for operator positions. OFCCP found the company’s actions did not comply with Executive Order 11246, which prohibits federal contractors from gender-based employment discrimination.

In addition to the monetary settlement, PCC Airfoils will review and revise its selection procedures; and train company personnel who recruit, select and track applicants to eliminate the practices related to the alleged discrimination violations.

“The U.S. Department of Labor takes very seriously the contractual obligation that federal contractors make to provide equal employment opportunities for all qualified job applicants, regardless of their sex,” said Office of Federal Contract Compliance Programs Southeast Regional Director Samuel Maiden, in Atlanta, Georgia. “We appreciate this employer’s work toward reaching an agreement that will improve its training, policies and procedures.”

PCC Airfoils manufactures military jet engine parts and maintains U.S. Department of Defense contracts worth more than $3.7 million in 2019.

If you think you may be one of the applicants eligible for back pay or job opportunities from this settlement, or may know someone who is, please visit the OFCCP Class Member Locator for information about this, and other 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 – The U.S. Department of Labor today commemorates the 30th anniversary of the Americans with Disabilities Act (ADA), landmark civil rights legislation that protects access and opportunity for people with disabilities across community life, including employment.

“The Americans with Disabilities Act ushered in a new era of equality and inclusion for Americans with disabilities,” said U.S. Secretary of Labor Eugene Scalia. “This landmark law informs and motivates the Department’s efforts as we work to provide all Americans with opportunities for fulfilling employment.”

The Department’s Office of Disability Employment Policy (ODEP) helps advance the ADA by developing and influencing policies and practices that increase both the number and quality of employment opportunities for people with disabilities. The agency provides technical assistance to individuals and employers on the ADA’s employment provisions. The ODEP-supported Job Accommodation Network is a leading source for guidance on workplace accommodations, a right the ADA guarantees to qualified individuals.

“Today’s commemoration of the Americans with Disabilities Act affirms our nation’s founding ideals. The ADA is and has been vital to achieving a fully inclusive American workforce and economy,” said Deputy Assistant Secretary of the Department’s Office of Disability Employment Policy Jennifer Sheehy. “The ADA provides the foundation for ODEP’s work to ensure that people with disabilities can pursue meaningful careers and set and achieve their individual employment goals.”

The Office of Federal Contract Compliance Programs (OFCCP) helps advance the ADA through its enforcement of Section 503 of the Rehabilitation Act and through the comprehensive compliance assistance it provides to federal contractors to ensure full disability inclusion in the workplace. OFCCP is also conducting Section 503 focused reviews across the country to ensure equal employment opportunity for individuals with disabilities.

“Equal employment opportunity for individuals with disabilities is required by law and benefits our entire economy,” stated Director of the Office of Federal Contract Compliance Programs Craig Leen.  “On the 30th anniversary of the ADA, OFCCP is proud to be working to ensure the full inclusion of individuals with disabilities by federal contractors in all aspects of employment, including equal opportunity and non-discrimination in hiring, compensation, and promotions.”

The Department is planning an event marking the 30th anniversary in October. The event will also commemorate another milestone in disability employment history – the 75th annual observance of October as National Disability Employment Awareness Month.

The Department’s yearlong commemoration of the ADA’s 30th anniversary has included a variety of activities, all centered on the 2020 theme “Increasing Access and Opportunity.” National Disability Employment Awareness Month 2020 will carry this theme as well, as does the official 75th anniversary poster which highlights both milestones.

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.

CEDAR RAPIDS, IA – After a compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), Rockwell Collins – a federal contractor that designs and manufactures avionics, flight controls and information technology systems – has agreed to pay $250,000 in back pay to 76 female employees to resolve alleged pay discrimination at its Cedar Rapids, Iowa, facility.

OFCCP found that discrimination occurred against female employees in auditor, commodity management and integrated program specialist job families when compared to male employees in similar roles.

“Employers should review their compensation processes to ensure their employees do not suffer from discriminatory practices,” said Office of Federal Contract Compliance Programs Midwest Regional Director Carmen Navarro, in Chicago, Illinois. “This settlement demonstrates the U.S. Department of Labor’s commitment to combating pay discrimination and holding companies with federal contracts accountable if they fail to ensure equal employment opportunity.”

In addition to paying back wages to the affected employees, Rockwell Collins agreed to review employee compensation practices and make necessary adjustments. The employer also consented to better monitor its employee compensation and provide Equal Employment Opportunity training to avoid future violations. Rockwell Collins admitted no liability in the agreement.

United Technologies acquired Rockwell Collins in 2018, and the company now does business as Collins Aerospace. The company has held numerous federal contracts throughout the review period with several U.S. government entities, including Department of the Army, U.S. Coast Guard and Defense Logistics Agency.

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.

# # #

MIAMI, FL – After a routine compliance evaluation by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) that found pay disparities, the Department has entered into a conciliation agreement with Nova Southeastern University – a private university in Davie, Florida. The university has agreed to pay $300,000 in back wages in addition to $587,070 in salary adjustments already made by the university to resolve pay disparities. Nova Southeastern University does not admit any wrongdoing in the agreement.

OFCCP’s preliminary findings showed that, as of July 1, 2016, pay disparities existed for 86 women employed in business-related director/manager positions by Nova Southeastern University. OFCCP found the university’s actions did not comply with Executive Order 11246, which prohibits federal contractors from discriminating in employment based on gender.

In addition to paying back wages and making salary adjustments, Nova Southeastern University will take steps to ensure its promotion and compensation practices, including recordkeeping and internal auditing procedures, meet legal requirements. The university agreed to establish monitoring and oversight mechanisms at its Florida campus locations in Davie, Fort Lauderdale, Fort Myers, Jacksonville, Miami, Miramar, Dania Beach, Orlando and Palm Beach Gardens; and at its campus in Puerto Rico.

“Nova Southeastern University is taking multiple proactive steps to ensure equity in pay and promotion that will help it comply with current federal laws,” said Office of Federal Contract Compliance Programs Southeast Regional Director Sam Maiden, in Atlanta, Georgia.

If you think you may be one of the applicants eligible for back pay or job opportunities from this settlement, or may know someone who is, please visit the OFCCP Class Member Locator for information about this, and other OFCCP settlements.

To provide a general overview of contractor obligations specific to educational institutions, OFCCP issued a technical assistance guide.

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. Executive Order 11246 also requires 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.

SAN JOSE, CA – After a routine compliance evaluation by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), Mphasis Corp. – a technology services company and federal contractor based in San Jose, California – has agreed to pay $171,300 in lost wages to resolve allegations of discriminating against white applicants at its facility.

The routine compliance evaluation alleges that – between 2015 and 2017 – Mphasis Corp. discriminated against white applicants in favor of Asian applicants for computer systems analyst positions. OFCCP found that the company’s hiring practices violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, national origin or gender. The company does not admit liability.

“Federal contractors are required to provide equal employment opportunity to all applicants regardless of race and ethnicity,” said Office of Federal Contract Compliance Programs’ Regional Director Jane Suhr, in San Francisco.

In the settlement, Mphasis Corp. agrees to pay the back wages, extend job opportunities to 14 class members and take steps to ensure its personnel practices meet all legal requirements.

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.

FORT WORTH, TX – The U.S. Department of Labor and TTI Inc. – a federal contractor that manufactures and distributes electronic components – have entered into a conciliation agreement to resolve alleged hiring discrimination at two of its Fort Worth, Texas, locations.

A compliance evaluation by the Department’s Office of Federal Contract Compliance Programs (OFCCP) found that beginning in 2012, TTI Inc. systemically discriminated against African American and male applicants for Operator I positions at its Sylvania and Northeast Parkway locations; and against African American applicants for Operator II positions at its Northeast Parkway location. OFCCP determined that the company’s actions violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color or national origin.

In the agreement, in which TTI Inc. does not admit liability, the employer agrees to pay $650,000 in back pay and interest to resolve the allegations. In addition, TTI will provide Operator I job opportunities to 50 affected African American and male applicants, and seven Operator II job opportunities to African American applicants as positions become available. TTI will also take steps to ensure its personnel practices, including recordkeeping and internal auditing procedures, meet legal requirements. TTI currently has contracts valued at more than $1 million with the U.S. Defense Logistics Agency.

 “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 TTI Inc. ensures the company has the tools in place to comply with federal hiring and equal employment opportunity laws.”

 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.

 # # # 

WASHINGTON, DC – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) will publish the Final Rule, “Affirmative Action and Nondiscrimination Obligations of Federal Contractors and Subcontractors: TRICARE Providers” in the Federal Register.

The rule removes TRICARE providers from OFCCP’s authority, providing two bases for doing so. First, the rule explains OFCCP’s reconsidered legal position that the agency lacks authority to regulate healthcare providers solely because they participate in TRICARE. The rule also, in the alternative, establishes a national interest exemption for TRICARE providers.

“This deregulatory action aims to improve access to medical care for veterans and their families, increase cost savings for TRICARE providers and allocate the agency’s limited resources more efficiently. The final rule will provide greater uniformity, certainty and notice to TRICARE providers of their legal obligations,” said Office of Federal Contract Compliance Programs Director Craig Leen.  

TRICARE providers with a separate federal contract or subcontract that meets the thresholds embedded in OFCCP’s laws and regulations will remain under OFCCP’s enforcement authority. TRICARE providers also remain subject to all other applicable federal, state and local laws prohibiting discrimination and providing for equal employment opportunity.

OFCCP did not adopt any regulatory changes related to the Federal Employees Health Benefits Program (FEHBP) or the U.S. Department of Veterans Affairs Health Benefit Provider (VAHBP) agreements in the final rule. In response to comments regarding the benefits of a uniform approach to all government healthcare plans, OFCCP plans to issue sub-regulatory guidance on FEHBP providers and VAHBPs to provide certainty and clarity.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. Collectively, these laws prohibit federal contractors and subcontractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. Additionally, contractors must act affirmatively to ensure equal employment opportunity in their employment processes, and they must not discriminate against applicants or employees because they inquire about, discuss or disclose their compensation or that of others, subject to certain limitations.

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.

DALLAS, TX – The U.S. Department of Labor and Cellco Partnership – doing business as Verizon Wireless, Verizon Business Network Services Inc. and Verizon Corporate Resources Group LLC, all entities under Verizon Communications Inc. (Verizon) – has entered into an Early Resolution Conciliation Agreement to resolve allegations of racial and gender-based hiring discrimination at facilities in Albuquerque, New Mexico, and Tulsa, Oklahoma.

To resolve the allegations of hiring discrimination found by the Department’s Office of Federal Contract Compliance Programs (OFCCP), Verizon Communications Inc. has agreed to pay $675,000 in back pay wages and interest. While not admitting liability in the investigation, Verizon volunteered to enter into the 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.

“The U.S. Department of Labor is committed to resolving issues by working with employers,” said Office of Federal Contract Compliance Programs Dallas Deputy Regional Director Aida Y. Collins.

Preliminary findings of routine compliance evaluations by the OFCCP found hiring disparities from Jan. 30, 2013, to Nov. 28, 2015, among Native American applicants for customer service specialist positions at Verizon Wireless’ Albuquerque location.

At Verizon Corporate Resources Group LLC in Tulsa, OFCCP found hiring disparities from March 23, 2013, through Dec. 31, 2013 against male applicants for finance analyst positions, and from Jan. 1, 2014, through March 24, 2015 against African American and Asian and Pacific Islander applicants for the same positions.

OFCCP determined that the federal contractor’s actions at both locations violated Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, color, religion, sex, sexual orientation, gender identity or national origin.

In addition to the back pay and interest, the employer has agreed to extend job opportunities to affected applicants at its Tulsa, Oklahoma, location. The Albuquerque, New Mexico, location is now closed and will not have job opportunities for affected applicants. Verizon also agreed to take steps to ensure future compliance in its personnel practices, including recordkeeping and internal auditing procedures.

In November 2018, OFCCP launched an effort to resolve supply and service compliance evaluations at the earliest stage possible with corporate-wide compliance and issued a directive establishing Early Resolution Procedures (ERP). These procedures allow OFCCP and contractors with multiple establishments to cooperatively implement corporate-wide compliance with OFCCP’s regulatory requirements and efficiently resolve issues.

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.