On Jan. 21, President Trump rescinded Executive Order 11246, which required organizations doing business with the federal government to affirmatively recruit women and minorities for employment and ensure employment practices did not discriminate on the basis of race, color, religion, sex, and national origin. Executive Order 11246 also mandated that contractors develop annual affirmative action plans measuring their compliance with these objectives. The elimination of these historical, longstanding measures has many significant implications for contractors, and understanding what compliance obligations remain in place for contractors is vital.
Join Constangy partner and Affirmative Action/OFCCP Compliance practice group chair, Cara Crotty, as she discusses the specifics of Executive Order 14171, Ending Illegal Discrimination and Restoring Merit-Based Opportunity, including future compliance obligations for contractors; actions OFCCP must take to comply with the Executive Order and immediate effects on contractors; updates from OFCCP; continued compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act; the items contractors can remove from their compliance scheme; and voluntary measures that contractors can continue to take in analyzing their workforces and employment practices.