Human Resource & Labor News
www.agc.orgAugust 11, 2014 / Issue No. 4-2014
AGC Home Page
Email our Editor
Search Back Issues
Forward to a Friend
Printer Friendly
On the Inside
Federal Contracting
AGC Submits Comments on Proposed Minimum Wage for Federal Contractors
New Executive Order Requires Federal Contractors to Disclose Labor Law Violations, Give Workers Pay Information, and Limit Arbitration
New Executive Order Prohibits Sexual Orientation and Gender Identity Discrimination by Federal and Federally Assisted Contractors
AGC Provides OFCCP with Construction Industry Overview
OFCCP Proposes Rule for New Equal Pay Report
OFCCP Issues FAQs on Employer-Employee Relationships
Wages & Benefits
Affordable Care Act Affordability Percentage Increases for 2015; Draft Employer Reporting Forms Released
Affordable Care Act Questions Answered During AGC Webinar
Agencies Clarify Confusing “Trial Period” Exemption under the Affordable Care Act
Collective Bargaining So Far This Year Yields Average First-Year Increase of 2.2%
HR Education
McCarthy Building Companies to Share Effective Change Management Strategies at AGC HR & Training Conference
Labor Law
Supreme Court Agrees with AGC-Supported Coalition: 2012 Recess Appointments to NLRB Unconstitutional
AGC Tells NLRB to Keep “Joint Employer” Standard As-Is
New Executive Order Prohibits Sexual Orientation and Gender Identity Discrimination by Federal and Federally Assisted Contractors

On July 21, President Obama signed an executive order (EO) prohibiting federal and federally assisted contractors and their subcontractors from engaging in employment discrimination based on sexual orientation or gender identity.

The newly signed EO amends EO 11246. President Lyndon Johnson originally signed EO 11246, which prohibits contractors with federal and federally-assisted construction contracts that exceed $10,000 and their subcontractors from discriminating against any employee or applicant for employment based on race, creed, color, sex or national origin. As such, government contractors have long known about and should be familiar with the requirements to comply with EO 11246, which require filing of compliance reports. The new EO simply amends EO 11246 to include sexual orientation and gender identity to the list of classes protected from employment discrimination. It is unclear at this time whether the new EO imposes new affirmative action obligations.

The new EO will become effective on or after the U.S. Department of Labor (DOL) issues a final rule. DOL is charged with preparing regulations within 90 days, which would be sometime in late October. The EO will apply only to new contracts entered into on or after DOL issues a final rule. AGC will monitor the rulemaking process and provide updates as appropriate.

Return to Top

2300 Wilson Boulevard, Suite 300 • Arlington, VA 22201 • 703.548.3118 (phone) • 703.548.3119 (fax) •
AGC Home | About AGC | Advocacy | Industry Topics | Construction Markets | Programs & Events | Career Development | News & Media

To ensure delivery of AGC’s Human Resource & Labor News, please add '' to your email address book or Safe Sender List. If you are still having problems receiving our communications, visit our white-listing page for more details.

© Copyright The Associated General Contractors (AGC) of America. All Rights Reserved.

The Associated General Contractors of America | Quality People. Quality Projects.