On Jan. 21, President Trump rescinded Executive Order 11246, which required organizations doing business with the federal government to affirmatively recruit women and minorities for employment and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.
Constangy partner and Affirmative Action/OFCCP Compliance practice group chair, Cara Crotty, recently presented a webinar discussing:
- 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
- Voluntary measures that contractors can continue to take in analyzing their workforces and employment practices
SHRM and HRCI credits were offered for this program.
To access a recording of the webinar, click the link below.
Cara advises employers on ways to avoid litigation and has defended employers in cases involving virtually every aspect of the employment relationship, including discrimination, harassment, and retaliation claims and various other federal and state law claims.
Cara also represents federal contractors covered by Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act in their affirmative action compliance obligations by assisting with Plan preparation, completion of EEO-1 and VETS-4212 Reports, and defending compliance evaluations. She also prepares privileged compensation and pay equity analyses for organizations examining their pay practices.