Wednesday, October 9, 2013

Which Subcontractors Are Subject to Affirmative Action Regulations?

Companies can require employees to arbitrate employment disputes individually and prohibit them from pursuing class action lawsuits.
Key practice point 1. Employers can now require employees to resolve employment-related disputes individually, waiving any right to pursue class action or collective action claims through arbitration or in court. Employers who use mandatory arbitration agreements with their employees should be sure that they contain clear prohibitions on employees pursuing class and collective claims. The Fifth Circuit Court of Appeals has overturned a controversial National Labor Relations Board (NLRB) ruling that such provisions violate the National Labor Relations Act (NLRA). D.R. Horton, Inc. v. National Labor Relations Board.

Tuesday, October 8, 2013

Federal Contract Compliance Manual Revised After 25 Years

In our last OFCCP-related blog, we reported on the new OFCCP regulations that require federal contractors and subcontractors for the first time to adopt quantifiable hiring goals for individuals with disabilities and hiring benchmarks for certain veterans.

Monday, October 7, 2013

OFCCP’s August Actions: Huge Headaches for Government Contractors

Just in time for the Labor Day holiday, the Office of Federal Contract Compliance Programs (OFCCP) on August 27, 2013 issued two sets of final regulations designed to enhance greatly employment opportunities for veterans and individuals with disabilities. These regulations (available here and here) were published in the Federal Register on September 24, 2013 and will go into effect on March 23, 2014. Government contractors have already been obligated to engage in affirmative action under existing regulations. According to Patricia Shiu, director of the OFCCP, these regulations will be “an important step toward reducing barriers for real opportunities.”

Wednesday, October 2, 2013

Maryland Employers – Do You Comply with the New Pregnancy Law?

The October 1 deadline for Maryland employers to comply with the state’s new Reasonable Accommodations for Disabilities Due to Pregnancy Act (the “Act”) is here.  All Maryland employers with 15 or more employees should promptly take steps to comply with the new law.