Human Resource & Labor News
www.agc.orgNovember 26, 2013 / Issue No. 6-13
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On the Inside
Federal Contracting
Register Now for AGC's Dec. 5 & 10 Davis-Bacon Webinar
OFCCP Releases Updated FAQs on New Disability and Veterans Rules
AGC Webinar Educates Federal Contractors on OFCCP's New Disability and Veterans Rules
AGC Continues Successful Campaign Against Government-Mandated PLAs
Employee Benefits
AGC Submits Comments on Affordable Care Act Employer Reporting Requirements
IRS Announces COLA Increases for Dollar Limitations on Benefits and Contributions
Labor Relations
Double Breasting Calls for Double Caution, Cases Show
HR Education
AGC’s HR & Training Conference Provides Unique Experience for Construction Industry HR and Training Professionals
AGC Webinar Educates Federal Contractors on OFCCP's New Disability and Veterans Rules

Recently, AGC hosted a webinar on the Office of Federal Contract Compliance Program’s (OFCCP) New Disability and Veterans Rules: What They Mean for Federal Construction Contractors.   The new rules, which go into effect on March 24, 2014, update the affirmative action requirements for direct federal contractors with regard to veterans and individuals with disabilities.  The webinar recording is available for purchase in the AGC Bookstore to view on-demand.

Tami Earnhart, employment lawyer with Ice Miller LLP and co-author of AGC’s Affirmative Action for Construction, highlighted the changes that were made by the agency to increase the affirmative action obligations of federal contractors with regard to these two protected groups.  During the presentation, Ms. Earnhart identified which contractors are covered by the rules, provided detailed information on the self-identification invitation process for each rule, written affirmative action program requirements for applicable contractors and new record retention requirements.  In addition, Ms. Earnhart addressed OFCCP’s new 7% utilization goal for individuals with disabilities and 8% hiring benchmark for veterans.

Ms. Earnhart discouraged employers from implementing certain requirements prior to the March 24 effective date, including the self-identification invitation process.   She stated that doing so may cause contractors to inadvertently violate other federal employment laws.

For more than two years, AGC has worked with OFCCP as well as other federal agencies and legislative officials to block or lessen the burden of these rules on federal construction contractors.  While disappointed that OFCCP did increase its requirements, AGC was pleased to find that the agency also abandoned much, if not most, of the burdens it had originally proposed.  For more information on AGC’s impact on the outcome of the rules, click here.  For more information on complying with the requirements of OFCCP, visit AGC’s Labor & HR Topical Resources web page.  The primary category is “EEO” and the secondary category is “Affirmative Action.”

NOTE: AGC’s Affirmative Action Manual for Construction (Third Edition) is currently in production and will be available in the AGC bookstore January 1, 2014.  This new edition covers OFCCP’s NEW disability and veterans rules, auditing practices of construction contractors, new enforcement directives and more.

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