NEW YORK - The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has entered into a conciliation agreement with AlliedBarton Security Services LLC to resolve alleged pay discrimination affecting 2,263 female, Black and American Indian employees over a two-year period at the federal contractor’s New York City location.

A routine OFCCP compliance evaluation found that AlliedBarton discriminated against the affected employees from Nov. 3, 2012, through Nov. 3, 2014, when the company paid affected employees working as unarmed security officers less than their counterparts by assigning them to lower-paying job sites. OFCCP determined that the company’s actions 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.

AlliedBarton will pay $1,175,000 in back wages and interest to 2,263 affected employees. The company will also take corrective action to eliminate discriminatory compensation and job-site placement policies, conduct training and monitor compensation and job-site placements for unarmed security officers. AlliedBarton will train all individuals involved in any way in placing, assigning or transferring unarmed security officers to jobsites on the written job-site placement developed pursuant to the agreement.

“The Office of Federal Contract Compliance Programs’ review highlights the importance of job placement to ensure pay equity. This agreement makes a lasting impact on the company’s workforce and sets a standard for the industry,” said Office of Federal Contract Compliance Programs Northeast Regional Director Diana Sen in New York City.

AlliedBarton Security Services LLC provided security systems and services to Federal and private sector clients. It now operates as Allied Universal Security Services.

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a class member employed or formerly employed by AlliedBarton Security Services LLC/Allied Universal Security Services LLC during the investigative period, please use OFCCP’s Class Member Locator to learn more about this and other settlements.

The Office of Federal Contract Compliance Programs enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. For more information, call the Office of Federal Contract Compliance Programs toll-free helpline at 800-397-6251. 

WASHINGTON – The U.S. Department of Labor today announced the upcoming launch of an online portal through which federal government contractors and subcontractors will certify compliance with annual Affirmative Action Program requirements.

Led by the department’s Office of Federal Contract Compliance Programs, the Affirmative Action Program Verification Interface, or the Contractor Portal, provides a method for covered federal contractors to certify, on an annual basis, whether they have developed and maintained affirmative action programs for each establishment or functional unit, as applicable. In addition, the Contractor Portal will provide a secure method for contractors scheduled for compliance evaluations to submit to OFCCP their Affirmative Action Program(s).

“The Contractor Portal will provide federal contractors with a secure method of certifying compliance with their affirmative action program requirements,” said Office of Federal Contract Compliance Programs Director Jenny R. Yang.  “OFCCP’s new online portal provides a mechanism to promote greater contractor attention to removing barriers to opportunity and evaluating employment practices.”

Affirmative action requirements are intended to ensure that applicants and employees of federal contractors have equal employment opportunity without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. Contractors within OFCCP’s jurisdiction that meet certain contract dollar and employee thresholds are required to develop and maintain Affirmative Action Programs and will be required to annually certify compliance. Covered federal contractors and subcontractors may register on the Contractor Portal beginning Feb. 1, 2022. The portal’s certification features will be available beginning on March 31, 2022, and existing contractors will be required to certify their compliance by June 30, 2022. Additional information on the Contractor Portal, including Frequently Asked Questions, can be found on OFCCP’s Contractor Portal Landing Page.

Learn more about OFCCP.

WASHINGTON –The U.S. Department of Labor today launched an online dialogue with stakeholders to increase access to Registered Apprenticeships for job seekers in underrepresented communities.

Conversation and ideas shared will help develop and shape future Registered Apprenticeship programs and funding opportunities, and foster diversity, equity, inclusion and accessibility.

“The U.S. Department of Labor encourages stakeholders to share their ideas and best practices for confronting equity challenges in Registered Apprenticeships so we can begin to address the occupational segregation and underrepresentation that people have faced for far too long,” said Acting Assistant Secretary for Employment and Training Angela Hanks. “This dialogue is part of an ongoing discussion we need to have to help us diversify and expand the apprenticeship system so that employers, labor partners, workers and students from all communities understand and benefit from Registered Apprenticeships.” 

Co-hosted by the department’s Employment and Training Administration, Office of Disability Employment Policy, Office of Federal Contract Compliance Programs, Veterans’ Employment and Training Service, Wage and Hour Division and Women’s Bureau, the discussion will close Nov. 29, 2021.

The online dialogue furthers the department’s efforts to promote the value of inclusive apprenticeships for job seekers consistent with the aims of National Apprenticeship Week 2021. The dialogue will gather ideas for diversity, equity, inclusion and accessibility using the following themes:

• Fostering diversity, equity, inclusion and accessibility in Registered Apprenticeships to increase access by diverse and underrepresented population groups and reduce barriers to entry and success.
• Forming partnerships between government and industry to support diversity, equity, inclusion and accessibility in Registered Apprenticeships, including for high-growth, high-demand fields.
• Promoting outreach on advancing diversity, equity, inclusion and accessibility in Registered Apprenticeships, including by using social media.

Register and participate in the online dialogue.

WASHINGTON – The U.S. Department of Labor has announced a proposal to rescind the final rule “Implementing Legal Requirements Regarding the Equal Opportunity Clause’s Religious Exemption.” The final rule has been in effect since Jan. 8, 2021. The Federal Register will publish the proposal on Nov. 9, 2021. Rescinding this rule would have the effect of returning department policy and practice to those that were operative during the presidencies of George W. Bush and Barack Obama.

Enforced by the department’s Office of Federal Contract Compliance Programs, Executive Order 11246 prohibits federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin. The order contains a religious exemption for certain religious corporations, associations, educational institutions and societies with respect to the employment of individuals of a particular religion. The EO 11246 religious exemption is based on the religious exemption in Title VII of the Civil Rights Act of 1964. When analyzing potential discrimination under EO 11246, OFCCP follows the principles of Title VII, which prohibits employers from discriminating against applicants and employees on the basis of race, color, religion, sex (including pregnancy, sexual orientation and gender identity), or national origin.

The final rule that took effect on Jan. 8, 2021 departed from OFCCP’s long-standing policy and practice of applying Title VII principles and case law to interpret the exemption. OFCCP’s proposed rescission would preserve EO 11246’s religious exemption which would still be available to qualifying contractors. The proposed rescission would ensure that the EO 11246 religious exemption is applied consistent with principles and case law interpreting the Title VII religious exemption.

“The Office of Federal Contract Compliance Programs’ proposed rescission would protect against discrimination and safeguard principles of religious freedom. With this proposal, OFCCP would simply return to our policy and practice of considering the facts of each case and applying Title VII principles and case law and other applicable law,” said Office of Federal Contract Compliance Programs Director Jenny R. Yang.

In addition to EO 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.

Learn more about OFCCP, or call its toll-free helpline at 800-397-6251.

LOUISVILLE, KY – A Louisville-based maker of eyeglasses and other optical goods that allegedly discriminated against 654 Black and white applicants for production positions will pay $227,636 in back wages and interest to the applicants, and make 31 job offers as positions become available.

In a conciliation agreement with the U.S. Department of Labor, Allan Baker Inc. – formerly known as Korrect Optical – also agreed to ensure that its selection process, personnel practices and hiring policies are free from discrimination, and its recordkeeping methods meet legal requirements. Allan Baker Inc. is a federal contractor providing goods and services to the U.S. Department of Veterans Affairs, U.S. Department of Defense and other federal agencies. 

The actions follow a routine compliance investigation by the department’s Office of Federal Contract Compliance Programs that found the optical goods manufacturer violated Executive Order 11246 in its hiring for production positions. The OFCCP investigation alleged systemic race-based hiring discrimination affecting job applicants from Oct. 1, 2017 through Dec. 31, 2019, at Allan Baker Inc.’s Louisville optical laboratory.

“Federal contractors’ employment practices must not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin,” said Office of Federal Contract Compliance Programs Southeast Regional Director Aida Collins in Atlanta. “In reaching this agreement with the U.S. Department of Labor, Allan Baker Inc. demonstrates its commitment to resolving the concerns raised and taking action to ensure they provide equal employment opportunities.”

Allan Baker Inc. manufactures, sells and distributes eyeglasses to optical goods stores in the U.S. The company operates optical laboratories in Louisville and Fort Lauderdale, Florida. It also has two retail stores in Louisville, and more than 50 optical goods stores around the nation. 

If you think you may be a class member employed by Allan Baker Inc., formerly known as Korrect Optical, use OFCCP’s Class Member Locator to learn more about this and other settlements. Learn more about OFCCP, or call 800-397-6251.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.

HERNDON, VA – A federal contractor in Herndon that provides professional, technology and management services has entered into an agreement with the U.S. Department of Labor to resolve allegations that the company paid female information technology professionals less than the company paid their male counterparts.

A routine compliance evaluation by the department’s Office of Federal Contract Compliance Programs found that beginning June 1, 2019, Serco Inc. discriminated against 35 female IT employees by paying them less than male workers in similar positions at the company’s headquarters. Executive Order 11246 prohibits federal contractors from discriminating in employment based on race, color, religion, sex, national origin, sexual orientation and gender identity.

While not admitting liability, Serco signed an Early Resolution Conciliation Agreement with the department on Sept. 30, 2021, in which it agreed to pay $150,000 in back wages and interest to the affected female workers, review its compensation policies and practices, and inform OFCCP of all pay adjustments and modifications.

“Federal contractors are obligated to ensure that their compensation practices and policies are free of all forms of discrimination,” Office of Federal Contract Compliance Programs Acting Regional Director Michele Hodge in Philadelphia. “Our nation’s taxpayers deserve to know that companies entrusted with public funds are providing equal pay for equal work regardless of gender.”

Serco Inc. has more than 9,000 employees in North America and is a division of Serco Group, one of the world’s leading service companies with more than 50,000 employees in 35 countries. It holds numerous contracts with the General Services Administration, U.S. Department of Army, U.S. Air Force, U.S. Navy and the Defense Contract Management Agency.

Learn more about OFCCP. OFCCP launched the Class Member Locator 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 are an employee at Serco Inc. as of June 1, 2019, and think you may be a class member, find information about this and other recent OFCCP settlements.

NEW YORK – The U.S. Department of Labor has entered into a conciliation agreement with Thomson Reuters Corp. to resolve alleged pay discrimination in the company’s U.S. headquarters office in New York.

A corporate management compliance evaluation by the department’s Office of Federal Contract Compliance Programs found that, beginning on or before Oct. 1, 2017, Thomson Reuters Corp. discriminated against 113 female, Black and Hispanic employees working in administrative and technical professional and client specialist positions. OFCCP found that the company’s pay practices of compensating affected employees less than their counterparts did not comply with Executive Order 11246.

Thomson Reuters Corp. has agreed to pay $550,000 in back wages and interest to the affected class members and former employees. The company will also provide pay equity training for individuals involved in compensation decisions, including managers and human resources workers.

“We acknowledge Thomson Reuters for its proactive efforts to resolve a corporate management review early by improving its pay practices, and for ensuring equal employment opportunity,” said Office of Federal Contract Compliance Programs Northeast Regional Director Diana Sen in New York.

Thomson Reuters Corp. is a multinational media conglomerate that provides risk, legal and tax solutions for corporations, governments and their constituents.

OFCCP launched the Class Member Locator to identify applicants or workers who may be entitled to monetary relief as a result of OFCCP’s compliance evaluations and complaint investigations. If you think you may be a class member employed by Thomson Reuters Corporation during the investigative period, please use OFCCP’s Class Member Locator to learn more about this and other settlements.

The Office of Federal Contract Compliance Programs enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. For more information, call the Office of Federal Contract Compliance Programs toll-free helpline at 800-397-6251. 

Learn more about OFCCP.

VIRGINIA BEACH, VA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs and Aecom Management Services have entered into an Early Resolution Conciliation Agreement to resolve allegations of hiring discrimination at its Virginia Beach location. 

An OFCCP compliance evaluation alleged that from Jan. 1, 2018 through Dec. 31, 2019, Aecom discriminated in its hiring practices against Black applicants for aircraft worker positions. Executive Order 11246 prohibits federal contractors from discriminating in employment based on race, color, religion, sex, national origin, sexual orientation and gender identity. As part of the agreement, Aecom has agreed to pay $205,000 in back wages and interest to 67 affected Black applicants to resolve the allegations. 

“Companies that accept federal contracts must monitor their hiring processes to ensure applicants are not rejected based on unlawful practices,” said Office of Federal Contract Compliance Programs Acting Regional Director Michele Hodge, in Philadelphia. “When issues are found, it is imperative that contractors correct them right away, by both making any victims whole and updating their practices to prevent the possibility of future discrimination.”

Headquartered in Germantown, Maryland, Aecom employs more than 34,000 people in all 50 states and performs work in 105 foreign countries and territories. The company holds $1.5 billion in numerous federal contracts with several government agencies, including the U.S. Department of the Navy, U.S. Department of the Army, U.S. Air Force and the National Aeronautics & Space Administration.

If you think you were an applicant during the investigative period of Jan. 1, 2018 to Dec. 31, 2019, use OFCCP’s Class Member Locator to learn more about this and other settlements. Learn more about OFCCP, or call 800-397-6251.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.

WASHINGTON – The U.S. Department of Labor and IBM US Public Service GBS have entered into a conciliation agreement to resolve allegations of gender-based pay discrimination within the federal contractor’s Functional Affirmative Action Program (FAAP) unit.

A routine compliance evaluation by the department’s Office of Federal Contract Compliance Programs in June 2018 found that – as of Dec. 31, 2017 – IBM discriminated against 115 female employees in project manager positions and paid them less than their male counterparts in similar positions. OFCCP found the company’s alleged actions violated Executive Order 11246, which prohibits gender-based discrimination by federal contractors. IBM has agreed to pay $350,000 in back pay and interest to the affected female employees.

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

“Contractors must be able to articulate the specific factors they include in their pay-setting decisions at the time they actually make the pay decisions,” said Philadelphia Regional Solicitor Oscar L. Hampton III in Philadelphia. “This practice ensures that pay decisions are being based upon neutral criteria.”

IBM is an American multinational technology company headquartered in Armonk, New York, with operations in more than 170 countries. IBM produces and sells computer hardware, middleware and software, and provides hosting and consulting services in areas ranging from mainframe computers to nanotechnology.

If you think you may be a class member employed by IBM during the investigative period, use OFCCP’s Class Member Locator to learn more about this and other settlements. Learn more about OFCCP, or call 800-397-6251.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.

AstraZeneca agrees to pay $560K to resolve alleged race, gender-based pay discrimination at Wilmington, Delaware facility

 WILMINGTON, DE – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has entered into a conciliation agreement with AstraZeneca to resolve alleged race and gender-based pay discrimination affecting 318 female and Hispanic employees at its North American commercial headquarters in Wilmington.

 A routine federal compliance investigation found that – from Oct. 1, 2015 to Sept. 30, 2016 – AstraZeneca failed to comply with Executive Order 11246, which prohibits race and gender discrimination by federal contractors. OFCCP found that the federal contractor paid a base salary less than similarly situated employees to 23 Hispanic female employees in primary care sales representative level 3 positions and 295 female employees in specialty care sales representative level 4 positions.  

 Under the agreement, AstraZeneca agreed to pay $560,000 in back pay and interest to the 318 employees.

 “The U.S. Department of Labor is committed to combating pay discrimination and ensuring fair compensation for all employees,” said OFCCP Acting Regional Director Michele Hodge, in Philadelphia. “Federal contractors are required by law to comply with all equal employment opportunity regulations.”

“We are prepared to proceed with enforcement to remedy systemic discrimination by contractors who refuse to come into compliance,” said Regional Solicitor Oscar L. Hampton III in Philadelphia. “Enforcement was not necessary in this case because the contractor has agreed to pay the required back pay plus interest and check for and remedy any current pay disparities. They also agreed to discontinue any discriminatory pay practices immediately, identify an individual responsible for future monitoring and enforcement, train all of its personnel involved in determining base salaries, and submit progress reports with compensation data for at least two years.”

 Headquartered in Cambridge, England, AstraZeneca is a multinational pharmaceutical and biopharmaceutical company that researches, manufactures, and sells pharmaceutical and medical products with a focus on eight therapeutic areas.

 AstraZeneca recently entered into a contract with the Department of the Army totaling approximately $1.2 billion to support coronavirus vaccine development.

 If you think you may be a class member employed by AstraZeneca during the investigative period, use OFCCP’s Class Member Locator to learn more about this and other settlements. Learn more about OFCCP, or call 800-397-6251.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.