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OFCCP Overview and Update Southeast Regional Director, Sam Maiden
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Protects workers by ensuring equal employment opportunity,
Promotes diversity through affirmative action, and
Enforces the law by conducting impartial, thorough, and comprehensive evaluations and
investigations.
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Strengthening Civil Rights Enforcement
• Using Injunctive-Type Relief to End Discriminatory Employment Practices and to Ensure Lasting Change in America’s Workplaces. • Combatting Religious Discrimination
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Strengthening Civil Rights Enforcement
• Coordinating Multi-Establishment Evaluations and Sharing Across Regions for Effective Enforcement.
• Collaborating with DOJ and EEOC. • Improving the Quality of Compliance Evaluations.
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Strengthening Civil Rights Enforcement
• Locating victims of discrimination and providing relief through a class member locator.
• Changed the way we notify workers about opportunities to get back pay and jobs.
• Broadened impact and addressed more discriminatory practices on behalf of workers across a range of job groups and industries.
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Program Priorities
• Ensuring Equal Pay without Discrimination • Updating Sex Discrimination Guidelines with new
Regulations • Protecting Veterans and People with Disabilities • Implementing nondiscrimination protections, based
on sexual orientation and gender identity
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Program Priorities
• Providing Pay Transparency • Ensuring workers with prior criminal histories get a
second chance • Mega Construction Projects
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Indian and Native American Employment Rights Program
• Establishes partnerships and linkages between federal contractors and Indian and Native American community recruitment sources where federal contract work is being performed
• Provides compliance assistance to tribal entities and community based organizations
• Implements the MOU between OFCCP and the Council for Tribal Employment Rights
• Works with Tribal Employment and Training Departments
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Ensuring Equal Pay without Discrimination
Since President Obama launched the National Equal Pay Task Force in January 2010 through December of 2015, we have obtained more than $5.5 million for nearly 3,000 workers who were paid unfairly.
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Providing Access to Jobs
• Mega Construction Project Initiative • Currently, more than half of
OFCCP’s field offices are working on MCPs across all six regions
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Creating Employer Accountability for Progress
• New Disability and Veterans’ Employment Regulations • Court affirmed our rulemaking with
respect to improving employment opportunities for qualified workers with disabilities.
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Implementing New Protections Based on LGBT Status
• Enforcing the first federal regulatory protections for lesbian, gay, bisexual and transgender workers.
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Executive Order 13672
• Covered employers are prohibited from discrimination against their employees on the basis of sexual orientation and gender identity.
• New rule does not require employers to undertake new recordkeeping, data analysis, goal setting or other similar affirmative action.
• Contractors required to make it clear in all job advertisements that all qualified applicants will receive consideration for employment without regard to sexual orientation and gender identity.
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Providing Pay Transparency
• Employers Can Safely Discuss their Pay and Timely Pursue a Remedy
• Prohibits contractors and subcontractors from disciplining or firing employees for attempting to learn if they are victims of compensation discrimination and, in certain instances, sharing pay information with their coworkers.
• Applies to Federal Contracts and Subcontracts Entered Into or Modified On or After January 11, 2016
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Removing Barriers to Finding Systemic Pay Discrimination
• We removed artificial barriers to finding and resolving systemic, wage-based discrimination by rescinding two enforcement guidance documents commonly known an as “Compensation Standards” and “Voluntary Guidelines”.
• After rescinding, the proportion of systemic pay discrimination cases increased dramatically - rising from 13% to 70%.
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Replacing Outdated Sex Discrimination Guidelines with Regulations that Reflect Today’s Workplace Realities
• New regulations address – Unfair pay – Sexual Harassment – Lack of accommodation's because of pregnancy – Discrimination based on gender identity – Discrimination based on stereotypes such as who the
primary caregiver is in the family
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Ensuring Workers with Prior Criminal Histories Get a Second Chance
• Contractors who use criminal record restrictions to screen out applicants may violate Executive Order 1246 if the restrictions are applied in a discriminatory manner or have a disparate impact and are not job-related and consistent with business necessity.
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OFCCP Regional Map
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Questions
§ OFCCP’s Website: www.dol.gov/OFCCP
§ Help Desk: (800) 397-6251 TTY: (877) 889-5627