On June 14, 2016, the Office of Federal Contract Compliance Programs (“OFCCP”) announced publication of a Final Rule that sets forth the requirements that covered contractors must meet under the provisions of Executive Order 11246 prohibiting sex discrimination in employment. The Final Rule becomes effective on August 15, 2016.
This Final Rule updates sex discrimination guidelines from 1970 with new regulations that the OFCCP believes align with current law and deals with a variety of sex–based barriers to equal employment and fair pay. The Final Rule is intended to address and govern issues with federal contractors including compensation discrimination, sexual harassment, hostile work environments, failure to provide workplace accommodations for pregnant workers, and gender identity and family caregiving discrimination.
In addition, the Equal Employment Opportunity Commission (EEOC) just released three new resource documents dealing with equal pay and pregnancy discrimination.
The three documents released are:
- Equal Pay and the EEOC’s Proposal to Collect Pay Data, a summary of the federal government’s new pay data proposal;
- Legal Rights for Pregnant Workers under Federal Law; and
- Helping Patients Deal with Pregnancy-Related Conditions and Restrictions at Work.
These three documents are not specific to federal contractors, but they nevertheless apply to many federal contractors. We should expect the documents to be referenced by enforcement officials at both the EEOC and OFCCP as these topics continue to be at the forefront of workplace discrimination law.