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
Subscribe
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
OFCCP Proposes Rule for New Equal Pay Report
 

On August 8, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) issued a Notice of Proposed Rulemaking that, if implemented, will require covered federal contractors and subcontractors to submit an annual Equal Pay Report on employee compensation.

The proposal covers contractors with more than 100 employees and with a contract, subcontract, or purchase order worth $50,000 or more that covers a period of at least 30 days. On an annual basis, such contractors would have to submit on the new Equal Pay Report summary employee compensation data by sex, race, ethnicity, and specified job categories, as well as other relevant data points that would include hours worked and number of employees.

OFCCP plans to use the collected data to help direct its enforcement resources toward federal contractors whose summary data suggests potential pay violations, while reducing the likelihood of reviewing companies that are less likely to be out of compliance. OFCCP states that it will also release aggregate summary data on the race and gender pay gap by industry and EEO-1 category to enable contractors to review their pay data using the same metrics as OFCCP and take voluntary compliance measures.

The proposed rule is the result of an April 2014 Presidential Memorandum directing OFCCP to establish a tool that would require Federal contractors and subcontractors to submit summary data on compensation paid to their employees, including by sex and race. OFCCP originally published an Advanced Notice of Proposed Rulemaking more than three years ago announcing the desire to create such a tool. AGC provided comments to OFCCP after the 2011 announcement.

AGC will submit comments on the proposal before the November 6 deadline. Members interested in providing input to AGC should promptly contact Tamika Carter at cartert@agc.org.


Return to Top

2300 Wilson Boulevard, Suite 300 • Arlington, VA 22201 • 703.548.3118 (phone) • 703.548.3119 (fax) • www.agc.org
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 'communications@agc.org' 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.